As with almost any new technology, AI promises exciting new applications, while also posing significant threats. From environmental damage to economic upheaval, we're still untangling exactly what challenges we will face from AI.

One of the most serious problems AI poses for job seekers is the potential elimination of entire classes of jobs, as well as a reduction in demand for many white-collar positions. The issue is so contentious that Congress introduced a bipartisan bill that would require companies to report jobs lost due to AI to the Department of Labor.

The other way AI can mess with your job search? AI is notorious for both reflecting and perpetuating human biases, such as racism, sexism or agism. If you're an older woman seeking a job, it's essential to be aware of the latest research findings and take steps to mitigate them.

AI absorbs stereotypes about working women

According to research published in Nature, advanced AI systems, known as large language models (LLMs), appear to have formulated some troubling ideas about what a working woman looks like and the types of jobs she can do.

Specifically, an analysis of large language models (LLMS) and millions of videos and images across the web revealed that when women are portrayed in different occupations and social roles, they're almost always depicted as being younger than men in the same positions.

While this is true across all jobs and scenarios, the researchers also found the biggest age gap in pictures depicting high-status, high-paying work. Moreover, this isn't an isolated problem of gender bias, as researchers were specifically looking for a "culture-wide trend."

The fact that LLMs had these misperceptions was especially troubling because the models didn't formulate the idea of which roles women fill by looking at pictures — the LLMs looked at words and still developed biases against older working women.

“Why would it be showing up in billions of words where there’s no visual presentation of people?” Douglas Guilbeault, the study's author and an assistant professor of organizational behavior at Stanford Graduate School of Business, said. “That is really suggesting it’s woven into the fabric of how we categorize and interpret people in the social world.”

In other words, our stereotypes of what men and women are good at, and which women belong in the workforce, are so baked in — despite decades of challenging those perceptions — that AI models now view women as less capable, and capable women as being young.

AI (and online images) are perpetuating these stereotypes

So, why does it matter that online images of success show men or young working women, or that LLMs think all women leaders are young and that women are less experienced than their male counterparts?

AI bias affects the real world

For one thing, many people spend all day online, forming their perceptions of the world based on the images they see. In fact, another recent study revealed that just 45 minutes of exposure to online pictures of people in various occupations altered people's perceptions of which gender is associated with specific jobs.

Furthermore, a growing number of companies are utilizing AI to review resumes, screen candidates, and even conduct interviews, which could make it harder for women to secure a seat at the table — and to retain the seats they've worked so hard to claim.

When AI writes resumes

In fact, when researchers asked ChatGPT to generate 34,500 unique resumes for 54 different jobs using traditionally male and female names, the resumes also depicted women as being less experienced and younger. Then, when ChatGPT was asked to evaluate resume quality, older men were given the highest ratings even in situations when fake male and female candidates had been given the exact same credentials from the start.

Women have long been the subject of age discrimination. Older women, who tend to live longer than men and often have less saved for retirement, may find themselves in a position where they need to work longer than their male counterparts.

If AI is screening them out, and they're facing hiring managers who have spent years online having their perceptions of professionals shaped by biased images, what chance do they have of fair treatment in the workforce?

How can you beat the AI algorithm?

AI isn't going anywhere, and the reality is that its role in screening job candidates will only grow. That's a problem for employers and society to address, but in the meantime, how can you beat an AI algorithm to get the job you want?

One of the simplest ways to combat AI bias is to limit the recruitment tool's ability to stereotype you. As Leslie Stevens-Huffman writes in Dice, "Consider removing your full address and specific dates from the education and work‑history sections of your résumé, online profiles, and digital portfolio. AI scans all of them, and together they shape the algorithm's picture of you."

You should also study how to navigate AI screens and develop a resume that will help you succeed. "There are tools to help you 'see' your resume the way an AI screener might, says NYU journalism professor Hilke Schellmann. "Sites like Jobscan and others allow you to input a job description and compare your resume to that description to see if your resume matches the role. But beware of looking too good on paper."

Older female job seekers often have to go the extra mile to get past AI-screening tools. For example, you can get a foot in the door by developing a robust network, joining industry associations or pursuing additional certifications.

Hopefully, over time, those developing AI models can find smarter ways to avoid bias. But, until that day comes, this may be just another hurdle that has to be overcome.

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Lately, the headlines have been filled with news of layoffs, especially for federal employees and tech workers. Depending on your field, however, your job may not be at much risk of hitting the chopping block. And if you’re looking for a new role, your prospects may be closely tied to your corner of the market. For some job hunters, finding work can take months.

When it comes to unemployment, the figures started the year looking good, with the overall unemployment rate at a low 4% in January. But unemployment data is only part of the story. Although layoffs haven’t been widespread across industries, there are fewer job openings, says Harry Holzer, senior fellow in economic studies at the Brookings Institution and an economist at Georgetown University.

The economy added 143,000 jobs in January 2025, compared with an average of 166,000 per month in 2024 and about 216,000 per month in 2023, according to the U.S. Bureau of Labor Statistics. In general, employers “are holding on to their workers and at the same time cautious in their hiring,” says Allison Shrivastava, economist with the Indeed Hiring Lab.

The situation varies by industry, she says. Almost 75% of the new jobs added in 2024 were in three industries: health care and social assistance, government, and leisure and hospitality.

For federal government jobs, the picture is changing significantly because of the federal hiring freeze that President Trump ordered when he took office and the extensive layoffs among federal government employees that followed. And that may cause a ripple effect that reaches other, related businesses and companies that are losing government grants and funding. “We’re not sure yet how far this is going to go and how big an effect it will have,” Holzer says.

The big winner has been health care. “Health care employment growth before the pandemic averaged 1.7% or 2% year-over-year, and last year it was 3.7%,” says Julia Pollak, chief economist at ZipRecruiter. “While other fields can consolidate and automate functions, in health care that’s difficult to do — you need people.”

In many other areas, people have struggled to find work. Some of the most challenging fields, Pollak says, have been human resources, marketing and communications. Tech hiring is down after an earlier boom. Blue-collar jobs in industries such as transportation and warehousing have not been growing as quickly as they were before the pandemic.

Some of these shifts can be especially tough for new graduates, historically the most sensitive group to any change, Holzer says. The 2025 College Hiring Outlook by the Drexel University LeBow College of Business found that employer optimism had reached its lowest point since 2021, with only 21% of employers rating the job market as “excellent” or “very good.”

“Employers are adopting a more cautious approach driven by economic pressures and budget constraints,” the report says. “With reduced optimism, employers are likely to prioritize selective hiring, focusing on essential skills and expanding internships and co-op programs to build a strong talent pipeline.”

Advice for job seekers

The following steps can help with your job search — and some of the guidance is different than it has been in the past.

If you’re a college student, start early
An internship in the summer after junior year and a focused career search helped undergraduate students at the University of Wisconsin School of Business find jobs in 2024: 95% of the graduates seeking employment had a job within six months of graduation, and 94% said they were satisfied with their job, says Melissa Leffin, executive director of undergraduate career, employer and pathway engagement for the business school. More than 60% ended up returning to the employer where they did their internship after their junior year, Leffin says.

Use AI to sharpen your résumé and cover letter
Even though it’s easy to apply to a lot of jobs online, you won’t get very far if you send the same résumé and cover letter to everyone. Employers are using artificial-intelligence filters to search for key words and skills to decide who makes it to the next level. Look for key words and skill sets in job listings and explain how they compare to your experience. Include skill development rather than just job responsibilities in your résumé.

While you shouldn’t use AI to write your cover letter and résumé, you can use it to refine them (by asking a tool such as ChatGPT to suggest improvements, for example) and practice for job interviews, Pollak says. She recommends signing up for e-mail alerts of job listings and acting quickly when one catches your eye. “Many companies look at applications only in the first week or so,” says Pollak.

Don’t overlook in-person networking
Join associations, go to conferences in person, and set up brief meetings — in person or on the phone — with people in fields you’re interested in. Even if you graduated college years ago, take advantage of its alumni network, and get in touch with former colleagues. In a competitive job market, networking can be critical, Leffin says. “Even if they don’t get you a job, they can give you information that can help with your cover letter and résumé.”

Consider pivoting to a field in a growing sector
Getting a health-related credential, such as in health tech or nursing, or taking time to get licenses or certifications for skilled trades can create more opportunities, Pollak says. “We see tremendous need in the skilled trades. Most employers can find laborers, but they can’t find the highly experienced skilled electricians, carpenters and plumbers.” If you want to remain in your sector, find out what certifications or continuing-education courses will give you an edge.

Note: This item first appeared in Kiplinger Personal Finance Magazine, a monthly, trustworthy source of advice and guidance. Subscribe to help you make more money and keep more of the money you make here.

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Where are the accountants?

With tax season underway, taxpayers may have noticed the accounting shortage in recent years. As more accountants retire or abandon the industry, it’s been harder for folks to find a reliable CPA in their state or city. The lack of new talent climbs all the way to the IRS, as the agency has cited staffing-related problems for several years.

Those concerns may grow firmer now as President Donald Trump recently ordered a hiring freeze in the federal government, including the IRS. Putting further strain on the industry are GOP lawmakers floating plans to abolish the IRS and rewrite the tax code.

The CPA shortage may impact taxpayers like you this 2025 tax season. Here are some reasons why the accounting industry, and even the IRS, is struggling to hire.

Related: Tax Pros: Is Someone Fraudulently Using Your Expired IRS PTIN?

CPA requirements 

“Nobody wants to go into accounting anymore,” Romeo Razi, CPA and founder of TaxedRight.com in Las Vegas, Nevada told Kiplinger.

Whether or not you’re in the industry, it’s a phrase you may have heard thrown around. To some, it may ring true.

Not only are fewer students pursuing accountancy, but among those who do, fewer want to stick around. Just over 67,000 candidates sat for the CPA exam in 2022. That's down from roughly 72,000 the year prior and below its forecast of 74,000, according to the American Institute of CPAs (AICPA) annual trends report.

Overall, the share of those taking the CPA exam that year was the lowest in 17 years.

So why are accounting students calling it quits? The answer is two-fold.

According to several industry experts, today’s budding accountants need some serious convincing to stay in the industry:

1. Students don't think there's enough return on their invesment

2. The 150-credit hour requireement isn't attractive

Those requirements can be jarring and a barrier for many prospective professionals, leading to existing CPA shortages.

“The CPA designation requires a 2-year apprenticeship, which is prohibitive to a lot of people,” Rus Garofalo, founder of BrassTaxes.com told Kiplinger. “I think there aren’t a lot of people going into this industry because it’s considered boring and people don’t know how to get started.”

‘It doesn’t pay to be a CPA’ 

Whether it pays off to pursue accounting can also depend on your market. According to the Bureau of Labor Statistics (BLS), experienced accountants and auditors could earn a median salary of $79,880 as of May 2023.

But many entry-level accountants start even lower, making about $33,099 a year, data from Indeed show. For women accountants and auditors, the payoff can be slightly less.

Women accountants and auditors who worked full-time made 91 cents to the dollar men earned last year, the BLS revealed. That’s $140 out of a weekly paycheck, meaning women were paid $7,280 less doing the same job.

Whether you go into private or public accounting also impacts your salary. According to Franklin University, a public accountant can expect to earn just over $125,000 after 10 years in the profession. Meanwhile, private accountants often start lower and can climb to $103,000 after a decade.

After adding in the extra costs tied to the coursework and licensure of a CPA, it might not be worth it.

“Simply put, it doesn't pay to become a CPA,” Razi said. “At least, not in today's economic climate.”

Burnout generation 

If there’s one thing about this generation of CPAs and accountants, it’s that they are establishing barriers. And let’s face it, accounting jobs can be highly demanding.

In the days leading up to the tax deadline, the IRS can expect at least a million returns every hour. During peak season, accountants can easily work overtime, well over 40 hours a week.

“We also hear stories about new graduates leaving the accounting profession soon after entry, which further exacerbates the problem,” Dean Sonderegger, SVP and general manager, Canada and research and learning of Wolters Kluwer Tax and Accounting North America, told Kiplinger.

According to experts we spoke to, some causes driving burnout in the accounting profession include:

• Demanding hours and tight deadlines
• Changing tax codes
• Less flexibility than other jobs
• Outdated technology

According to Sonderegger, his clients often struggle with Gen Z employees who carry different workplace expectations from their Baby Boomer or even Gen X management counterparts. These budding accountants or CPAs prefer seeking purpose in work, expect flexibility, and as digital natives value how they leverage technology.

Old tech driving accountants to leave the industry

More room for error.

Tech has been a major hurdle for the IRS. The agency’s outdated processing systems were one reason why IRS agents were drowning in paperwork during the pandemic.

It’s also another driving force behind the accountant shortage, as newcomers don’t want to deal with old systems.

Although IRA funding helped the IRS improve its service last tax season due to 5,000 new telephone assisters, expanded in-person hours, and faster refunds thanks to paperless processing. The agency missed the mark on other factors.

For instance, the IRS revealed that its contractors and employees failed a back taxes audit this year. Staffing shortfalls and fast onboarding processes can also contribute to compliance mistakes. For example, outgoing IRS Commissioner Danny Werfel told TaxNotes (paywall) that IRS employees had delivered improper ERC denials.

Though the IRS has been working hard to improve its resources, most of its technology dates back to the Reagan era. That’s a problem that could be worse off as the IRS recently lost another $20 billion in key enforcement funding.

“We find that progressive firms that invest in next-generation software — software that’s cloud-based and that leverages artificial intelligence to automate repetitive or mundane tasks — have a much higher retention (and attraction rate) with new entrants into the job market,” Sonderegger noted.

A graying workforce 

One of the most critical problems the industry is facing is imminent: an aging workforce.

The American Institute of CPAs reported that 75% of today’s public accounting CPAs will retire within the next 15 years. Census data show at least 10,000 people turn 65 each day in the U.S. through 2029. Most employees hope to retire by the age of 59 ½.

“There’s a graying of the labor force that simply cannot be ignored,” Sonderegger said. “We see our customers typically move more gradually into retirement by slowing down while continuing to work, but it’s still a staggering statistic.”

At the IRS, a sizeable portion of its workforce is entering retirement years, data from the Taxpayer Advocate Service (TAS) found.

• About 18% of IRS employees are currently retirement eligible and can leave at anytime
• At least 37% of the tax agency’s employees are expected to be of retirement-eligible age within the next five years

There’s no telling if aging workers were caught up in President Trump’s recent executive order to strip federal agencies of Diversity, Equity, and Inclusion (DEI) workers. Likewise, how the current federal hiring freeze will impact the tax agency.

Another worrisome number: 130,800. That’s the amount of job openings for accountants and auditors projected each year, on average, over the next decade, per the BLS. Many of those openings are expected to be a direct result of the retiring labor force.

“There’s a graying of the profession because the lack of pipeline has been longer than we probably want to admit,” Francine Lipman, an expert in tax law and professor at William S. Boyd School of Law said. “Suddenly those that decide to retire and want to sell their business have no buyers… and so clients are similarly frustrated as they are being challenged to find somebody.”

CPA shortage bottom line

As the 2025 tax season kicks off, some taxpayers are still waiting on refunds or errors to be corrected by the IRS from former tax years.

Though the number of delays isn’t as dire as in past years, there’s no denying that there are several reasons why the accounting industry isn’t bouncing back quite as quickly.

Potential solutions for the CPA shortage are still in the works. Some academics and industry experts have argued that the 150-credit hour requirement to qualify for the CPA license is too high, and hope some states will lower the threshold to close the gap.

Within the IRS, the agency has modernized some of its equipment and online systems. Most recently, the agency expanded its Direct File program to 25 participating states. However, as mentioned, the agency may run into problems soon due to a nationwide hiring freeze on federal agencies, and the recent loss of another $20 billion in key funding.

The Trump administration’s crackdown on Diversity, Equity, and Inclusion (DEI) is another point of concern, as it may gut the IRS further from needed talent.

Still, the road to rebuilding the accounting workforce could be uphill. It will take more action at the industry and academic level to help bolster the career path.

Related Content:

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• Congress Claws Back Another $20 Billion from the IRS
• No New IRS Agents? What Trump’s Federal Hiring Freeze Means For Your Tax Return

Job hunting is hard, and no one job — healthcare worker, computer geek, engineer or Uber driver — is suitable for everyone. Maybe your child graduated with a specific degree or is predisposed to a particular career field. Perhaps they simply want a career that isn’t too stressful, offers a flexible work environment or pays well. Unfortunately, it’s not always easy to get hired, especially when dozens (or even hundreds) of equally qualified applicants are all vying for the same position.  

As a parent or grandparent, you can help your graduate navigate the job market. Here are five ways to support them in their job search, starting with sitting down and having a conversation.

1. Have a candid conversation about job hunting

Shortly after graduating, it's important to have a candid conversation about the current job market and your child's career goals. It makes sense that most grads want jobs in their degree field. However, when just starting out, that may not be possible. By discussing their expectations, the demand for jobs in a specific field, and the application process, you can provide valuable guidance to get them moving in the right direction.

2. Acknowledge aspirations versus reality

A federal survey released this week by the Bureau of Labor Statists (BLS) revealed that total job openings had slowed to a three-year low in March. Although employers added 175,000 jobs in April, those numbers are below what many analysts expected. 

Not all industries are hiring. However, healthcare, retail, wholesale, transportation and warehousing are all seeing gains. If your graduate earned a degree in a field with few job openings, you may need to steer them in another direction for a short time, even if it's outside their immediate area of interest. They will gain work experience, which will look good on their resume and set them up for future success.

3. Offer resume help

Many graduates struggle with creating professional-sounding resumes. As a parent or grandparent who has likely written resumes before, your experience can help them craft a quality resume highlighting their education, skills, and relevant experience, setting them apart from other applicants. 

They may ask a friend or roommate for copies of their resumes, but often, these samples are not focused on a specific job and don’t align with their education or skill set. Since your grad may lack job experience, suggest they highlight their education. They may also have completed an internship, volunteered, or worked part-time. It’s not unusual for your child to miss a critical skill or accomplishment relevant to a position, which you can suggest they add.

Creating a beautifully crafted resume is no longer enough to land many jobs. With the advent of AI resume screeners, applicants must learn the tricks to help them make the first cut. 

4. Help them explore their options

Post-graduation, encourage your graduate to explore all their options. That may include entering the workforce right away, volunteering for a time, pursuing further education, or relocating to another part of the country or another part of the world. Considering all their options after graduation allows your graduate to decide what’s best for them based on their degree and interests, rather than choosing a path based on what they think is expected. 

5. Assist with a LinkedIn profile

More than 30% of all job listings posted on LinkedIn, a social networking website for people in professional occupations, are for entry-level positions, meaning many of these jobs apply to someone with little or no work experience. LinkedIn is also a great place to network with other percent grads.

Building a strong LinkedIn profile helps your graduate stand out to potential employers. You can help by providing guidance on creating a professional profile and leveraging the platform for job opportunities. Since this can be overwhelming, you can also help by offering clear directions, finding similar profile examples on the site and highlighting ways they, as an individual, can stand out.

Best of all? You can connect your own LinkedIn profile with your graduate's profile to instantly expand their network. Even if you have worked in a different field, the more people your graduate can ask for help, the better. 

Key insights

• In the past month, “Why is it so hard to find a job?” has been a popular search phrase trending in the U.S. 
• There has been a 235% increase in search interest for “How to use AI to write a resume” over the past year, and “AI for interview prep” has been a breakout search over the past month in the U.S. 
• Search interest for “online university” is up by 115%, making it a top trending topic for “career growth” over the past year in the U.S. 
• The search term “promotion” is currently at an all-time high in the U.S., and “dry promotion” (which comes with more responsibilities, a new title but no raise) has been a top trending related search over the past year. 

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Entering the workforce for the first time marks a significant milestone in one's life journey. With the thrill of newfound independence comes a set of responsibilities, particularly in managing finances. Whether you're a recent graduate or transitioning from another phase of life, laying a solid financial foundation is extremely important.

Before embarking on this exciting journey, it's crucial to consider several key financial aspects to ensure a smooth transition into the professional realm.

Start with budgeting basics

Establishing a budget is the cornerstone of financial stability. Before your first paycheck arrives, take the time to outline your expected income and expenses. Consider essential costs, such as rent, utilities, groceries, transportation and any debt payments. Differentiate between needs and wants to allocate your resources effectively.

Tools like budgeting apps, such as You Need a Budget, or spreadsheets can streamline this process, helping you track your spending and identify areas that need adjusting.

Make sure you understand compensation packages

As you delve into the job market, it's vital to comprehend the components of your compensation package beyond the base salary. Take note of additional perks, including health insurance, retirement plans and stock options. Evaluate their significance in the context of your overall financial goals. 

For instance, the pros of a comprehensive health plan might outweigh the cons of a slightly lower salary, providing valuable coverage in the event of illness or injury.

Make the most of debt-management strategies

If you're carrying student loans or other debts, strategize a repayment plan that aligns with your income level. Explore options such as income-driven repayment plans or loan consolidation to alleviate the burden without compromising your financial stability. 

Prioritize high-interest debts to minimize long-term interest payments and accelerate your journey toward financial freedom.

Set aside an emergency fund

Building an emergency fund serves as a safety net during unforeseen circumstances like medical emergencies, car repairs or job loss. Aim to set aside three to six months' worth of living expenses in a separate savings account. Start small and gradually increase your contributions over time. Even modest monthly deposits can accumulate into a substantial reserve, providing peace of mind in times of crisis.

Invest in your future

While retirement may seem distant, it's never too early to start saving. Take advantage of employer-sponsored retirement plans, such as 401(k)s or IRAs, especially if your employer offers matching contributions. Maximize your contributions to capitalize on these incentives and harness the power of compound interest over time. Diversify your investment portfolio to mitigate risk and optimize long-term returns.

Keep taxes under consideration

Understand the implications of taxation on your income and investments. Familiarize yourself with tax brackets, deductions and credits applicable to your situation. Explore tax-efficient strategies to minimize your tax liability, such as contributing to retirement accounts or utilizing tax-advantaged savings vehicles like health savings accounts (HSAs) or flexible spending accounts (FSAs).

Don’t fall for lifestyle inflation

As your income increases, resist the temptation to succumb to lifestyle inflation (aka lifestyle creep). Avoid unnecessary expenses and prioritize saving and investing for your future goals. Set realistic expectations, and differentiate between fleeting indulgences and enduring fulfillment. Cultivate a mindset of financial prudence and delayed gratification, ensuring sustainable wealth accumulation over time.

Engage in continued learning and growth

Invest in yourself through ongoing education and skill development. Enhance your earning potential by pursuing certifications, advanced degrees or professional development opportunities. Stay abreast of industry trends and market demands to remain competitive in the job market. 

Allocate resources toward personal growth initiatives that yield long-term dividends in your career trajectory. It could be as simple as investing in a few self-help books to work on things like your communication skills, taking up a hobby that dovetails with your field or hiring a career coach.

Seek professional guidance

Don't hesitate to seek advice from financial professionals or mentors who can offer personalized insights tailored to your circumstances. Whether it's a CERTIFIED FINANCIAL PLANNER™ professional, tax adviser or seasoned professional in your field, leverage their expertise to navigate complex financial decisions with confidence. Collaborate with trusted individuals who have your best interests at heart, empowering you to make informed choices aligned with your goals.

Cultivate financial wellness

Ultimately, achieving financial well-being is a journey rather than a destination. Cultivate healthy financial habits and adapt to evolving circumstances throughout your career. Embrace a mindset of fiscal responsibility, resilience and abundance, regardless of the challenges you may encounter along the way. Remember that financial success is not solely defined by monetary wealth but by the freedom to pursue your passions and live a fulfilling life on your terms.

Embarking on your first job marks the beginning of a transformative chapter in your life. By proactively addressing key financial considerations, you can pave the way for a prosperous and fulfilling future. Take charge of your financial destiny, seize opportunities for growth and embark on a journey toward financial empowerment and prosperity.

Justin Stivers is an investment advisory representative of and provides advisory services through CoreCap Advisors, LLC. Stivers Law is a separate entity and not affiliated with CoreCap Advisors. The information provided here is not tax, investment or financial advice. You should consult with a licensed professional for advice concerning your specific situation.

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This article was written by and presents the views of our contributing adviser, not the Kiplinger editorial staff. You can check adviser records with the SEC or with FINRA.

Reports of job-related scams to the Better Business Bureau more than doubled in 2023 from a year earlier, according to data from the organization’s Scam Tracker, an online tool that allows consumers and businesses to report fraud and fraud attempts. Meanwhile, the Federal Trade Commission logged reports of more than 107,000 fraudulent business and job opportunities in 2023, with losses of about $491 million. 

Job-related scams

Fraudsters are using artificial intelligence and social media to target people who are looking for work, and their tactics are increasingly sophisticated. Many of the schemes offer “work from home” opportunities, an old scam that has taken on new life now that more people than ever work remotely. Some scammers go so far as conducting fake 45-minute interviews, according to the FTC. 

The perpetrators profit by eliciting personal information that can be used to commit identity theft or by asking victims for up-front payments. Both are red flags, the FTC says. 

• If a recruiter asks for your Social Security or bank account number before providing details about the position, the job offer is a scam. 
• If you are not sure whether an advertised position is legitimate, contact the company through a website or phone number you know is legitimate, not the link that the questionable recruiter provided. 

Top 10 riskiest scams

For its annual ranking of riskiest scams, the BBB evaluates them based on three factors: the volume of reports it received, the percentage of reports that involved monetary losses and the amount of monetary losses reported. 

As in the past, investment swindles, including those involving cryptocurrency, topped the BBB’s ranking of riskiest scams, with victims reporting median losses of $3,800 in 2023. Victims were often urged to buy, trade or store digital assets in fraudulent exchanges, the BBB says. 

For the first time, social media was the most common method perpetrators used to contact victims who reported a monetary loss. Social media was often used to perpetrate romance scams, with median losses rising more than 150% since 2022. Fraudsters typically hijack photos and information from real people to create fake profiles on online dating sites, which are then used to build relationships with their targets. Some persuade victims to invest in cryptocurrency; others request cash for fictional emergencies. 

In 2022, nearly 70,000 people reported to the FTC that they lost money to romance scams, with losses totaling $1.3 billion. Regulators say actual losses are likely much larger because many victims are reluctant to acknowledge that they’ve fallen for a romance hoax. 

BBB riskiest scams

1.  Investment/cryptocurrency

2.  Employment

3.  Online purchase

4 . Home improvement

5.  Romance

6.  Advance fee loan

7.  Phishing/social engineering

8.  Credit repair/debt relief 

9.  Tech support 

10.  Travel/vacation/timeshare 

The Better Business Bureau calculates a risk index for scams based on the volume of reports it receives, the percentage of reports that led to monetary losses, and the amount of monetary losses.

Other popular scams

Credit-repair and debt-relief scams made the top 10 list for the first time since the BBB launched its Scam Tracker tool in 2016. In a typical scam, victims are told they must pay an up-front fee for a variety of services, including removing negative items from their credit reports or negotiating with credit card companies to eliminate debt. 

A request for an up-front fee before services are provided is a big red flag, the Consumer Financial Protection Bureau says. Likewise, the CFPB says any business that claims it can remove accurate information on your credit report is fraudulent. Legitimate credit counselors can help you improve your credit, but they won’t promise to wipe away credit report blemishes that are supposed to be there.

Loan-forgiveness scams are also on the rise, as outlaws target individuals who are struggling to pay their debts. In March, the FTC sent $1.4 million in refunds to more than more than 27,000 student loan borrowers who paid hundreds of thousands of dollars in illegal up-front fees to a bogus outfit that promised to lower their monthly loan payments. 

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Nearly half (46%) of working professionals say they are considering quitting their jobs this year, according to a new study from Microsoft and LinkedIn, which surveyed more than 30,000 people in 31 countries between February and March 2024. 

The trend is reminiscent of the “Great Resignation” of 2021 during year two of the pandemic, in which 40% of working professionals left their jobs.

On the positive side, a February 2024 survey from ZipRecruiter showed that Americans are feeling more confident about their job-hunting prospects than they have in two years. Even so, dissatisfaction with persistent high inflation and their current jobs could equally be driving workers to seek new opportunities.

Are workers planning to quit their jobs due to higher inflation?

Although labor market conditions are contributing to workers' decision to consider career changes, inflation is also still squeezing Americans’ budgets. Changing jobs typically comes with greater pay gains and benefits packages, according to new data from ADP; job switchers saw year-over-year pay increases of 10% in March, up from 2.9% six months prior. 

Do people who leave jobs regret quitting?

About 80% of those who quit their jobs during the Great Resignation regretted their decision, according to a Paychex study. This is particularly true for Gen Zers who miss working in an office environment and Gen Xers who miss the work-life balance from their previous jobs. 

What does the job market look like right now?

The labor market posted 8.5 million openings in March, with health, government, private education and hospitality industries fueling job gains, according to a monthly government report from the U.S Bureau of Labor Statistics. Even so, according to Kiplinger’s economic forecast, April employment rose by a mere 175,000, a marked slowdown from the 315,000 gain in March. Health care continued its usual strong gains. Retail, wholesale, transportation and warehousing also reported above-average increases.

On the other hand, the unemployment rate inched up to 3.9%, with slightly more workers losing their jobs and a rise in the number of workers being forced to work part-time due to a lack of full-time opportunities. 

Annual job and wage growth

As many workers seek new opportunities and higher wages, Kiplinger reported that annual wage growth slowed to 3.9% in April. That’s the first time wage growth has been below 4% in nearly three years, according to Kiplinger. 

Data from the Bureau of Labor Statistics (BLS) shows that total employment is projected to grow by almost 4.7 million from 2022 to 2032. However, it’s worth noting that the 20 highest-paying jobs are all in healthcare fields, with most requiring advanced degrees. 

If you changed jobs in the past two years, or you’re thinking about changing jobs in 2024, higher pay is likely at the top of your list. However, other reasons to pursue a new job may also include relocation, more flexible hours, greater benefits and the option to work remotely. 

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Almost 40 years ago, I stepped into my first role as a CEO with a national auto parts chain that was facing bankruptcy. Thanks to my reputation as a problem-solver, the board of directors decided to bring me on — an unusual choice at a time when women were often relegated to making coffee and typing up notes. There was a great deal of pressure to perform, but my strategy of hiring local talent from the neighborhood and training them on auto parts quickly slowed the volume of products being stolen from the shelves. Within a year, the financial outlook for the chain was reversed.

My first major challenge as a CEO provided me with invaluable lessons. Over the years, we all build up a hard-won library of problems/solutions and learnings that we’ve worked through whether it’s as a CEO, a salesperson or a caregiver. While technology has changed the face of business in many ways, there are still the same basic factors and levers that come into play again and again.

Older employees have seen these patterns before and have the experience of navigating them and the knowledge to construct solutions based on past successes. Combined with emotional intelligence, facility with multitasking and a resourcefulness developed from decades without digital tools, older employees provide many important benefits to a workplace. And yet, ageism in the workplace is not only increasing, but is at an all-time high.

Age discrimination is rising along with increase of older employees

Over the past two decades, the median age in the U.S. has continued to rise even as overall labor force participation is projected to decrease. By 2030, adults 75 and over are the only workforce group projected to increase in the U.S., growing 96.5%, according to the Bureau of Labor Statistics.

However, as an increasing number of older employees are continuing their careers for longer and are returning to the workforce, ageism has become a rising issue. In fact, an AARP poll found that 78% of U.S. employees 50 years or more have seen or experienced age discrimination in their workplace — the highest level in 20 years.

When I first began my career, everyone would assume the oldest man in the room was the one in charge. While companies no longer adhere to that hierarchical norm, we now see the pendulum swinging in the opposite direction. However, a rich, complementary workforce requires employees of all ages. Older, experienced employees in particular have the important role of passing along critical thinking, best practices and industry knowledge to their younger colleagues.

Employees who are tasked with navigating their business through a potential recession, for example, can discuss scenarios with an older colleague who has navigated through high interest rates and recessionary turns in the past. There is also tremendous value inherent in a workplace mentor who has perspective and can say with confidence, “I’ve made that mistake — here’s how I fixed it.”

What can you do to age-proof your career?

Combating ageism is not just a matter of being “fair” to employees — it’s critical in order to build a vibrant, adaptable, effective workforce. Unfortunately, while many employers realize the benefits of a balanced workforce, ageism remains a growing issue and one that is very difficult to root out despite legal protections. There are, however, some important habits you can develop now that will contribute to your career longevity and help you protect against age discrimination in the future:

Network and stay in touch. Never has it been easier to network than it is today, and never has it been more important. Building a robust network gives you access to valuable insights and advice while also enhancing your visibility and credibility in your industry, leading to new opportunities, resources and potential job avenues and offers.

Also think about how you are building your network. Connecting with colleagues at business functions is obvious, but are you gravitating toward certain ages or titles? Expand your horizons and make a conscious effort to engage with a range of professionals in your industry across many generations.

And, while nothing will ever beat face-to-face networking, there is a definite benefit to attending online organizations, webinars and events that allow you to share ideas with colleagues and peers from around the world with minimal effort.

Lastly, I’ve found it extremely valuable to network in social situations such as my local gym, where I mentor a vibrant group of women who keep me apprised of local business activities and news.

Share what you know. Find what you are passionate about and share it with others, cultivating something that is completely yours and that showcases your insights or skills. Whether it’s a collection, a sport or even a weekly podcast, create something that transcends your job role and demonstrates who you are.

For example, as the CEO of a company on the forefront of therapeutic wellness, I am ensuring we are rapidly adding scientific evidence and real-life successes to this field. I use my LinkedIn platform to share information about hormone optimization, preventive care and the latest in evidence-based longevity medicine. This commitment to fostering scientific research that will profoundly impact how we live and age is at the core of my professional identity.

Always be learning. Unfortunately, there will always be the stereotype of older employees struggling with technology — especially today when the youngest generation of workers were literally born with technology at their fingertips. The older you are, the more imperative it is to defy these assumptions and actively engage in learning. 

Take advantage of courses and training to ensure you are not just keeping up with technological advancements, but are surpassing them.

Even better, demonstrate that your hunger for learning extends beyond technology and into all aspects of professional growth. With technology moving so fast, you may find your young co-worker is just as unfamiliar with the new billing system as you are.

Showing your desire to learn new skills and programs is essential to defy the persistent stereotypes of older workers in the workplace.

An extended work landscape is here to stay

Rapid advances in longevity medicine combined with a proactive approach to personal health have shattered preconceptions about aging. As individuals intensify their focus on preventive care and extend better health and vitality to later years, there is often a corresponding desire to continue contributing professionally even beyond the traditional retirement age. Leveraging accumulated experience and skills is a collective investment necessary for any competitive workforce.

Fortunately, with strategic foresight and relentless career development, we can all ensure that no matter our age we can continue making impactful, respected contributions throughout our professional journey.

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This article was written by and presents the views of our contributing adviser, not the Kiplinger editorial staff. You can check adviser records with the SEC or with FINRA.

To help you understand what is going on in the economy at a state level, our highly experienced Kiplinger Letter team will keep you abreast of the latest developments and forecasts (Get a free issue of The Kiplinger Letter or subscribe). You'll get all the latest news first by subscribing, but we will publish many (but not all) of the forecasts a few days afterward online. Here’s the latest…

The New England states will see only modest employment growth this year after a better-than-expected 2023. Labor markets are close to returning to normal, with unemployment ticking up and people leaving their jobs approaching pre-pandemic levels. Job openings are down significantly from their 2022 peak, though still elevated.

Massachusetts

Massachusetts job growth will slow to 0.7% this year, versus 2.5% in 2023. The strongest sectors for employment at the moment, healthcare and hospitality, are both still playing catch-up from the pandemic. By contrast, jobs in professional, scientific and technical services appear to have peaked over the summer. Biotech also remains a bright spot: 

In December, the Food and Drug Administration gave its first approval to a gene-edited drug, Casgevy, produced by Boston-based Vertex Pharmaceuticals and CRISPR Therapeutics. Expect other groundbreaking medicines to follow. The defense sector is surprisingly important to the state, which ranks eighth in Pentagon spending. Raytheon, General Electric and MIT are all major recipients.

Maine

Since the pandemic, Maine has experienced the best job growth in the region, in part because it has attracted the most new people. Many are retirees, but enough are workers to help the labor force grow, particularly in healthcare and hospitality. Look for employment to increase by 0.7% this year, compared with 1.3% in 2023. 

A key issue to watch is the state’s love-hate relationship with clean energy. Maine incentivizes residential heat pump installations and solar energy development, but there has been pushback, both from small towns worried about the disposal of old solar panels and environmentalists concerned about clearing Maine’s forests.

Connecticut

Home prices will continue rising at a strong clip, possibly as much as 4%, after a 9.5% increase last year even though inventory levels remain extremely low — 70% of homes sold in Hartford in October were above asking price, the second highest rate in the nation. Signs of progress are few, with November building permits half what they were a year ago.

Connecticut employment growth will also ease to 0.6%, from 1.5% last year. Strength in the healthcare, defense and trade/transportation sectors has helped to offset the ongoing decline of its finance and insurance industries. At 3.6%, the unemployment rate is still below the pre-pandemic norm and reflects a labor force that has not fully recovered. The good news? The state’s out-migration rate is shrinking. 

New Hampshire

New Hampshire will follow New England’s employment slowdown, with job growth of 0.6% this year, down from 2.0% in 2023.  Although the healthcare sector has already returned to its prepandemic level, the hospitality sector struggled in 2023, but the number of tourists is expected to finally surpass pre-pandemic levels in 2024.

The state is still drawing transplants, but the inflow from neighboring states is falling. It’s also worth noting the boom in degrees being earned by remote learners, which can be attributed to Southern New Hampshire University’s online programs pulling in such students.

Vermont

Vermont’s job growth, by contrast, has lagged other New England states since the pandemic, growing only 1.2%, compared with a regional average of 1.9%. This year, it will lag all but Rhode Island, with 0.4%, versus 0.6% for the region as a whole.

Hospitality remains a standout, adding 2,600 jobs in 2023 (an 8.1% increase). But the manufacturing sector lost 1,600 jobs (-5.5%). The Green Mountain State has also become a popular entry point for migrants avoiding the U.S. southern border. More than 10,000 migrants tried illegal entry in the Swanton sector, half initially from Mexico.

Rhode Island

Rhode Island will have it the worst of all the states in the region. Job growth has been stagnant since the beginning of 2023, a trend that will continue into 2024. On the plus side, the state’s population has increased slightly thanks to immigration from other countries and a decrease in out-migration to other states. 

Meanwhile, the housing market is very tight, with over half of recent home sales in Providence above the asking price. Along with Connecticut and Massachusetts, the Ocean State is making a big play for offshore wind development but has, thus far, seen as many setbacks as victories.

This forecast first appeared in The Kiplinger Letter, which has been running since 1923 and is a collection of concise weekly forecasts on business and economic trends, as well as what to expect from Washington, to help you understand what’s coming up to make the most of your investments and your money. Subscribe to The Kiplinger Letter.

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It’s September and the kids are back in school. After a jam-packed summer filled with activities, stay-at-home parents finally can take a breather for a few hours a day − until it’s time to pick up the kids. With a few hours of extra time on your hands, it might be a good idea to start some side hustles for parents. After all, those summer vacation bills are probably coming due.

There are a number of side hustles that can not only pay well but also offer the flexibility you need so you can still make time for your kids. And, if you're doing some work from home, remember to think about home office tax deductions, if you qualify.

Here is a list of jobs that offer both income and flexibility: 

Get paid to do other people’s laundry

In 2017, Mort Fertel’s wife, Ari, was home with their five children and buried in laundry. In frustration, she told him, “This is crazy. I can tap an app and get to the airport, FaceTime somebody on the other side of the world, but I’m still doing laundry like my grandmother.”

A light bulb came on. “She was right,” Poplin CEO Fertel said in an interview with Kiplinger. “Technology’s transformed every aspect of our life, making it fast and easy, except for this chore that takes the longest and we hate the most. It’s actually shocking if you think about it.”

That was when they created Poplin, a nationwide laundry service that uses gig workers – mostly stay-at-home moms – to do other people’s laundry and get paid for it. Called Laundry Pros, these gig workers pick up, wash and deliver laundry to people in their area. The pay is $1 per pound of laundry for next-day service and $2 per pound for same-day. Poplin takes 25%. 

Fertel says they have more than 100,000 Laundry Pros serving one million customers. Top workers earn more than $6,000 a month. The service is in 48 states, more than 500 cities and serves 8,000 zip codes. The average cost per load is $42 and gig workers also accept tips.

In-home pet sitting

If you're an animal lover, pet sitting or dog walking can be both enjoyable and profitable. Apps like Rover, Wag!, Care.com, Fetch and PetSitter.com make it easy to connect with pet owners in your area.

Be an on-demand expert

If you have a specialty, such as veterinary medicine, you can sign up to be an on-call expert with JustAnswer. The service said its experts can earn an average of $2,000 to $7,000 a month. You are paid for each question answered through a live chat. 

It accepts experts in 150 categories such as veterinary medicine and animal behavior, legal, medical, wellness, cars, boats, tax and finance, appraisals, computer and tech support, consumer electronics and heavy equipment.

Rent out your pool or a room in your house 

Your backyard is now sitting unused with the kids back in school and you're maybe starting to regret buying a house with a swimming pool. How about making it earn money for you? Swimply lets you rent out your pool by the hour, with several listings charging $35 to $50 an hour. Swimply also expanded into pickleball, tennis, basketball courts and yards. 

The company takes 15% of the booking. Hosts can charge a cleaning fee, as well as extra for amenities such as a hot tub or grill.

Meanwhile, Airbnb has become such a commonplace option for travelers that you don’t even have to explain what it is to most people. However, it is also increasingly more competitive to list your lodging as many people have realized how much you can make renting your home. 

One strategy is to target niche travelers such as the remote worker. Offer good Wi-Fi, work table and chair, bright lighting, printer, unlimited coffee and office supplies.

Rent out your car 

Don’t have time to be an Uber driver? You can still make money from your idle car by renting it out by the hour with a group like Turo. This peer-to-peer marketplace makes sense because there’s not always a rental car office nearby for consumers. 

That’s a plus for car owners with their wheels sitting in a garage. Turo offers insurance for your car, too. It charges a commission of 10% to 40%.

Teach live online classes 

Teach youths from 3 to 18 years old on any topic you’re passionate about. Outschool does not require a teaching certificate, but you must be at least 18. 

You set the curriculum and your schedule. Engagement is through video chat, messaging and group discussions. It takes a 30% commission.

Remote customer service

Take customer service calls at home. There are many remote call center jobs available with pay starting at $16 an hour and up. For example, Amazon pays $16 to $35 an hour for part-time customer service jobs. Booking.com advertises $35 to $45 an hour part-time. CVS pays $35 to $60 an hour for customer service part-time. 

One source for these jobs is Indeed.com. In the search bar, type “part-time virtual customer service” to get listings.

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Americans are expecting higher pay, even as the outlook for the job market has dimmed a bit, according to a July consumer survey released recently by the Federal Reserve Bank of New York.

The Fed's July SCE Labor Market Survey uncovered new findings about the current job market. This report analyzes worker expectations and the current state of the job market to identify potential misalignments. 

Dampening worker outlook on the labor market

Survey data revealed the job market outlook may have worsened over the past year, with workers’ expectancy of becoming unemployed reaching 3.9% — the highest reported level since the beginning of the pandemic in March 2020. There was also a slight downward movement in employment, with 91.4% of people employed four months ago retaining their jobs compared to 91.8% who retained jobs in the July 2022 survey. 

This discouraged sentiment is further echoed by drops in job seekers’ expectations of receiving at least one job offer within the next four months. Job seekers showed an average expected likelihood of 18.7% this year, vs 21.1% a year ago. Those on the job search are less optimistic than last year despite fewer people in the race for open positions. 

Fewer job seekers, higher salary expectations

Fortunately for many job hunters, there’s less competition than there was a year ago, as the number of job seekers dropped 5.3% from July 2022. While the number of job hunters declined, wage expectations increased year-over-year. Survey respondents expected an average annual salary of $67,416 on job offers within the next four months; that was notably higher than last year’s average salary expectation of $60,310. In actuality, full-time offers surpassed worker expectations: averaging $69,475. In July 2022, average wages were more closely aligned with expectations, at $60,764.

Although job offers are coming in higher than workers expect, the figures are still drastically different from the minimum amount workers are willing to accept on a new job offer, also referred to as the average reservation wage. This year, the average reservation wage was $78,645, marking a sharp increase from 2022’s reservation wage of $72,873. So workers aren’t willing to accept job offers below this amount, but they fully expect low-ball offers from potential employers. 

Could higher wages bolster inflation?

In an economic environment where the cost of living has skyrocketed and inflation impacts the wallets of many Americans, it’s easy to see why workers demand higher wages than what employers offer. However, experts debate whether these wage increases and worker wage expectations may prevent inflation from dropping further towards the Fed’s target of two percent. 

That could potentially lead the Fed to revisit its plan and raise rates again rather than pausing or eventually lowering the federal funds rate. However, a recent report from the Federal Reserve Bank of Cleveland found that the increase in wage growth isn’t necessarily tied to labor market imbalances and is instead a result of the higher cost of living associated with inflation. The study found that these wage increases likely won’t last forever, with a projected 3% annual decline in wage growth by 2025. 

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I still remember my first meeting with a financial planner when I was in my 20s. My big plan then was to retire at 55. 

Then I actually turned 55, and while I was pleased to see that my planner had indeed helped me realize my financial goals, they weren’t aligned with my life goals any longer. At age 55, I was just getting started, not winding down. I left the longtime security of a corporate job and bought my own business, advising other leaders who had been recently displaced and helping them find their own meaningful second acts.

Employers need your generational expertise

There are many people like me who found more strength, vision and purpose after age 50 than they’d ever experienced before. However, if you’re in that age range and in the market for a new job, you might be worried about everything you’ve heard about hiring managers and HR directors who avoid any résumés from older candidates. Ageism is real. But, right now, there’s a unique confluence of events that give older adults a real advantage in the job market.

Here's why this is your time: The Great Resignation of 2021 was a triggering incident that caused many older workers to leave the workforce entirely. That excess of retirements left many companies in the vexing situation of having lost a great deal of generational expertise. Some have lost an entire layer of leadership, and now they’re scrambling to train and prepare their next generation of employees.

A new job after 50? Here are three options

That’s where you come in. The good news is that if you want to work, there are plenty of options out there. Here are three ways for older candidates to start writing a strong second chapter: 

Full-time employment. If this is what you’re seeking, know that it’s entirely possible to find a new full-time role. The best way to do this is to be open to new possibilities. Let’s say you were a C-suite executive at a global firm, and you’re now looking for a new full-time job. In addition to a lateral move or a promotion to a larger company, consider smaller or boutique-sized companies that would love to have your skills and smarts. The key is staying open to opportunities as they arise and being willing to think of yourself and your talents in a new way.

Gig work. You might find that part-time work is a better fit. It all depends on what you want to do, for how long and with what level of intensity. If you consider all those factors, you’ll be able to find a balance that works for you. I call it the “combo platter” approach to a new career. It can give you a new start at meaning, variety and income after you’ve left full-time work behind.

For example, you could hang out a shingle and launch yourself as a consultant. Or you might consider contract work, either directly with a company or through a temporary services agency.

Another possibility is interim work, when companies need to fill a leadership-level position for a few months, or until they can hire and train a full-time replacement. You might even be interested in being a fractional leader. Look for smaller companies in your field that might not be able to afford you full-time, but can benefit from having you in the office several hours a week.

Become an entrepreneur. People thought I was crazy when I bought my outplacement firm at 55, but it turned out to be the best move I could possibly have made. Is there a type of business you’ve always wanted to run? You could buy out an existing owner, or you could start from the ground up and create your own empire. It’s never too late to be your own boss!

This is when your early financial planning can pay off

If you’re anything like I was in my 20s, you probably worked closely with a financial planner to ensure you’d be set up for a comfortable retirement. If you’ve already met those financial goals, you might have the freedom to let financial considerations move a few spaces down on your “requirements for a new job” list.

Maybe you want to work remotely, or closer to your home. Perhaps you’re looking to work in an industry for which you’ve always had a passion. In your new over-50 job, you can finally put those factors front-and-center.

Word of the day? Optimism

If you’re an over-50 jobseeker, trust me when I tell you that the future is bright, because market conditions make this a great time for older workers to re-enter the workforce. The recent Wall Street Journal article Bosses Want Hard Workers—So They’re Hiring Older People points out that the stronger, more dedicated work ethic of older workers is especially prized: “Certain businesses are targeting seniors on the premise that age is an asset.”

So here’s the good news: You are employable, and there are lots of different ways that employability can play out in today’s job market. If you’re anything like the rest of our generation, you have a solid work ethic, a passion for making a contribution and a lifetime of career wisdom and experience to offer.

What are you waiting for? We all need what you can bring to the table, so go out there now and make us proud!

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This article was written by and presents the views of our contributing adviser, not the Kiplinger editorial staff. You can check adviser records with the SEC or with FINRA.

Natasha Bowman, author of You Can’t Do That at Work, is founder of Performance ReNew, a workplace consulting firm.

The workplace is changing rapidly. How will those changes affect current employees and people looking for a job? We were hoping to move into a post-pandemic workplace in 2022, but with the resurgence of COVID-19, return-to-work plans are changing. Employees can expect to continue working remotely or in a hybrid situation until the pandemic is over. Employers are also looking to hire a more inclusive, diverse workforce that goes beyond race and gender. There’s a war to attract and keep the best and the brightest for talent. Employers have learned that if they don’t want to experience a labor shortage, they’re going to have to revise their mental health and wellness strategies. That’s more than just discounted gym memberships and nutrition programs. It means continuing to offer therapy benefits provided during the pandemic and having quiet spaces in the office where folks can go to when they need to recharge.

Employers must also figure out how to provide the flexibility that people felt while they were working remotely—the flexibility that allowed them to both work and enjoy things that they’re passionate about.

How can job seekers take advantage of these changes in the workplace? If you’ve been working remotely (and want to continue), talk about what you’ve been able to accomplish in the past couple of years and how that has worked for you and benefited the company. If you cut out your commute, talk about how you’ve been able to put that time back into your job.

At the end of an interview, if the hiring manager asks, “Do you have any questions for me?” don’t forget to ask about the organization’s culture. Most people just ask about pay, but many folks are willing to take a pay cut if it means greater flexibility to support their mental health. Also, ask if you can speak with current employees you could be working with. It’s a bold question, but job seekers have that kind of leverage now. You want to confirm that what the hiring manager said about the culture is true.

What’s the most effective way to secure an interview? Send your résumé or application directly to the hiring manager, recruiter or someone in that organization. That continues to be the way to make sure that your résumé is being seen. Use LinkedIn to make the connections. Sending materials to the company through its online job portal usually won’t do it because they get thousands of applications and end up reading maybe the first 15 to 20.

How can employees who want to continue working remotely but aren’t interested in leaving their current job take advantage of the changed workplace environment? Let your employer know just how much your productivity has improved and how that has contributed to overall company success. Research your competitors to see how they’re handling remote work. If they allow it, bring that up. If your company continues to take a hard stance on working from the office, ask for an accommodation, such as coming in a few days a week. If you’ve been doing a good job working from home, it’s going to be hard for your employer to say remote work will hurt your performance.

Although fake job listings aren’t new, technology has made them more lucrative and easier to disseminate, according to the FBI. Cyber criminals often “spoof” the websites of legitimate companies and post phony job postings on popular online job-listing boards. After applicants have agreed to an interview, the crooks attempt to obtain personal information that can be used to open new credit card accounts or apply for unemployment benefits and other government programs.

Even if the offer seems legitimate, don’t provide personal information to a prospective employer until you’ve received a written job offer, says Haywood Alcove, chief executive of the government division of LexisNexis Risk Solutions, which helps state and federal agencies combat identity theft. If you’ve been given a contact at the supposed employer, call a central number for the company and ask to be transferred to that individual, Alcove says. If the person doesn’t exist, you’ll know the offer is a scam.

Don’t waste your time responding to ads that guarantee you’ll get a job or ask you to pay fees for training, certification or supplies, the Federal Trade Commission says. Ads promoting “undisclosed” federal jobs are also bogus; if you’re interested in a real federal job, go to www.usajobs.gov. For legitimate job listings in your state, go to www.careeronestop.org/jobsearch/findjobs/state-job-banks.aspx.

As supply chain disruptions continue into the new year, you should also be on the alert for fraud related to product shortages. If an online retailer is offering an item that isn’t available anywhere else, there’s a good chance it’s a scam. Check out unfamiliar businesses with the Better Business Bureau at www.bbb.org.

So, you think you might want to serve on a board of directors? You'd like to contribute in a different way. Or broaden your expertise. Or keep active and engaged in retirement.

All good reasons. But just like applying for a job, there is a right way to go about it and a wrong way. You need to know what type of board -- public company, private company or nonprofit -- you're interested in and understand that it might take a while to find that perfect seat.

Deborah Diaz, 63, of Alexandria, Va., who retired in 2016 from NASA, where she was a chief technology officer and deputy chief information officer, was eager to serve on a corporate board. "I have had a long history in government service and thought my skills would be best used on the industry side, and didn't want to focus on just one company," Diaz says. "I liked the idea of being in a strategic governance and advisory position."

Diaz had stellar credentials, including an MBA, experience serving on nonprofit and advisory boards and a directorship certification from the National Association of Corporate Directors. Diaz was in the NACD program's first graduating class of certified directors in 2019. But it took her about a year to find the right board match. Once she did, with Primis Financial Corp., it took another year of vetting by the company to close the deal. Some of that lengthy process was because of the pandemic, which made coordinating interviews difficult, but Diaz says it's not unusual for a search to take longer than expected.

One reason: "There's a tremendous supply and very little demand," says Peter Gleason, NACD's president and chief executive officer. The number of publicly traded companies in the U.S. dropped from 8,090 in 1996 to 4,744 at the end of 2019, according to the World Bank. Most boards don't have term limits, although many have mandatory retirement ages, such as 70 or 75; however, only 16% of S&P 500 company directors are within three years of hitting that cap, according to Spencer Stuart, a global executive search and consulting firm.

Women and people of color, who are substantially underrepresented on most boards, may find it a little easier to become a director. In 2018, California became the first state to require all California and foreign public companies whose primary executive officers are based in the state to have two to three women board members, depending on board size, by the end of this year. Other states are following California's lead. In addition, there is both litigation and shareholder activity aimed at increasing the representation of people of color on boards, says Susan Muck, a partner and lawyer at the law firm WilmerHale, who has written about how to join corporate boards. That, she says, "is likely to open the door to additional diverse candidates."

The Differences Between Private, Public and Nonprofit Boards

The most difficult seats to land are on public corporations, especially the very large ones, while the easiest are nonprofits, with private companies somewhere in-between. Although serving on a nonprofit board can be fulfilling, it's unusual to be paid. "Only 2% of nonprofit organizations pay their board members, and they tend to be really large, such as hospitals," says Andy Davis, associate vice president of education and outreach at BoardSource, a nonprofit that researches and advises nonprofit boards. "There may be reimbursement for expenses, but actual salaries are pretty rare." Of the 1.6 million nonprofits, the vast majority have less than $1 million in revenue and often want you to pay for the honor of serving on the board by making a donation to the organization.

Private companies can range from tiny startups that offer board members only equity to multibillion-dollar corporations that pay a salary. According to the NACD, overall annual director compensation at a large private company is about $115,000 per year.

Public companies, whose boards typically meet more often, pay the most; according to NACD, the median package for a director's compensation is $214,115. A Spencer Stuart 2020 board trends report says the average total compensation for a nonemployee on the board of an S&P 500 company is a little more than $300,000, usually a combination of cash and stock. That amount varies not just among boards but within one depending on, among other things, the board member's leadership role and the number of committees the director serves on.

What do you have to do in return? A director works a median of 205 hours annually on a private board, according to NACD, and 250 hours on a public board. Diaz says her board meets once a month, and it's usually a day-long event. She also sits on two different committees that meet quarterly, with often a fair amount of homework to do between meetings.

What Boards Look For

Landing a seat on a company board calls for research and some introspection. Julie Daum, the North American board practice leader with Spencer Stuart, suggests asking yourself, "What do you want to do and why do you want to do it?" Also, "What do I bring to a board and where would I be of value?"

Nonprofit boards require something different. One thing we know from our research, Davis says, is that "what [nonprofits] look for is standing in the community, networks and passion for the nonprofit's mission." You can demonstrate that passion by doing volunteer work for the organization and attending fundraisers.

Must-haves when applying for a company directorship are a board resume and bio that differ from your job-seeking ones. A board resume should show "an ability to collaborate effectively and to contribute comfortably," Muck says. It's not a catalog of jobs or skills. In fact, says Shannon Gordon, chief executive officer of the Boardlist, "I really encourage candidates to distill their experience down to two or three areas because if you're really seasoned, you can have pages of experience, and you risk looking like a jack of all trades, master of none." The Boardlist is an online platform that connects diverse candidates with board vacancies.

A number of sites, including LinkedIn and Women on Boards, offer guidance on writing a board resume, which should focus on achievements rather than responsibilities. For example, instead of highlighting that you once worked in operations and marketing, Gordon suggests identifying that three out of five companies you worked for went through an acquisition to demonstrate your expertise in that area. "It's much stronger than saying I've done 50 different things in my career," Gordon says.

If possible, share your expertise freely with a company because you never know where it might lead. Take the example of Marge Wyrwas, who lives in Fairfield County, Conn. She was a chief communications and marketing officer with various companies for 23 years before retiring in 2015. After serving on a number of nonprofit boards and a joint venture board, she was interested in a directorship at a for-profit company. A former colleague asked Wyrwas to give occasional pro bono marketing advice to senior management at Pan-Agora Asset Management, and when the company was looking to add its first independent, paid director -- one with no previous ties to the company -- it invited Wyrwas to consider applying. After a vetting process, she was nominated and then elected to the board, where she has served since 2018.

She so enjoys the work that she is now interested in finding one more company board to serve on. With that goal in mind, she drew up a two-page board resume that emphasizes her board, rather than executive, experience. "You're transitioning from being a manager to an overseer -- that shift in mindset is really important." Wyrwas also beefed up her credentials with education, including a week-long Women on Boards program at Harvard Business School and an NACD Governance Fellowship, which required her to take classes on how to be a director.

Although prior board experience is helpful, Gordon says public boards are more likely to consider someone who has served on a private board rather than a nonprofit, which tends to be run differently. One way to get your name out there -- besides updating your LinkedIn profile to reflect your board ambitions -- is through companies such as the Boardlist. It lists profiles of board candidates on its website for free as long as they have for-profit board experience or a recommendation from a for-profit board member. And network, network, network.

Diaz says she knew she wanted to work on the board of a financial services company, so she attended industry events hosted by organizations such as NACD and corporations around the country. "I sought areas of synergy and experts that were putting on programs that I could participate in and meet others," she says. "You can have the best credentials, the best academics in the world, but it wasn't until I expanded my networks that it led to a corporate board."

Hannah Morgan is founder of CareerSherpa.net, which offers advice on searching for a job and changing careers.

People are often told that networking is key to getting a good job, but how do you do that in the age of social distancing? Over the years, I’ve used social media, such as Facebook, LinkedIn and Twitter, to forge relationships with people that I know and to reach out to people that I don’t know. I find that works well when we can’t get out there and meet face to face. I think it really helps to start with people you already know, in your immediate circle of friends and acquaintances on social media. Use them to help get introductions to people that you may want to meet. If there are com­panies that you really want to work for, follow those companies on LinkedIn, Facebook, Twitter and Instagram because you never know who’s going to be joining a conversation on those platforms. And look for an opportunity to contribute to that conversation.

What industries are hiring, and where should job seekers concentrate their search? Education (particularly online learning), banking, real estate and companies that provide delivery, entertainment and streaming services are all ramping up hiring. A lot of these companies are scrambling to find employees, and they might be more willing to take a risk on somebody who doesn’t have the exact qualifications or experience they’re looking for. But your chances are better if you can stay within your area of expertise.

Many workers have been laid off or furloughed because of the pandemic and economic downturn. How do you address that on your résumé? While job seekers may feel vulnerable because they’re furloughed or unemployed, that’s not neces­sarily important to a recruiter. Recruiters first and foremost are concerned with your ability to do the job and whether you have what they need. People who are furloughed are tech­nically still employed by their employer, and the employer could call them back, so they need to conduct an undercover job search. Discreetly reach out to past coworkers or friends via e-mail or phone, and ask them for advice. Let them know you are conducting a confidential job search, and ask them to keep you in mind if they hear of anything.

Don’t actively post stuff on LinkedIn that says you’re searching for a job, and don’t post your résumé on job boards that your current employer may stumble upon. When working with third-party recruiters, be sure to let them know that you are currently employed and that you do not want your current employer to know you are searching for a new job.

How can people looking for a job stay motivated? Create or join a group of people who are also job seeking so you can brainstorm ideas and share your war stories. There are many job seekers’ groups meeting online these days that provide education and motivation. I also recommend that people schedule “buckets” of time for activities they want to do throughout the day. So from 9 to 10 in the morning, for example, look at job postings and apply for jobs, and from 10 to 11, make follow-up phone calls. Trying to have specified buckets for activities helps you manage your time the way most of us do when we’re working. If you’re really into yoga or gardening, build time in your day to do those things—especially right now, because you don’t know when you’ll get that chance again.

Working as a real estate broker wasn’t giving Cort Howard the steady income he wanted or enough time with his family, so last October he began looking for a new job. In addition to networking, Howard, 54, hired Joe Konop, owner of One Great Resume, to help him craft a resume that highlighted his relevant experience and skills, not his age.

The ageless resume omitted key dates while emphasizing Howard’s sales experience and the 15 online technology courses he’d recently completed. The $350 Howard spent for the resume, cover letter and an edited LinkedIn profile produced a big payoff: By late December, Howard landed a salaried position as a territory sales manager with a software manufacturer.

Even in the best of times, older workers may have difficulty attracting prospective employers, who typically prefer tech-savvy younger generations that can be hired for less money. But these are not the best of times. Between February and May, unemployment soared from 3.5% to 13.3% because of the pandemic.

Although some businesses have started hiring, many jobs may be slow to return, if they do so at all.

Whether you’re looking for work later in life to advance your career, supplement retirement income or replace a job lost to the pandemic economy, you’ll need to market yourself to prospective employers without scaring them off. That will require a LinkedIn account as well as a resume that will get past the computerized applicant tracking system, which most major companies use to winnow down candidates.

As a result, 75% of resumes are never seen by human eyes, and if yours does get past these electronic gatekeepers, the initial glance at a resume is just 10 seconds, says Amanda Augustine, a certified professional career coach and resume writer with Talent Inc., a career services company.

Emphasize Recent Experience

In an age of social media, networking through professional and personal contacts to land a job matters more than ever, but to secure the initial interview you’ll still need a resume. Howard had to submit one even though he knew someone who worked at the company that ultimately hired him.

Professional resume writers describe three types of resumes: the chronological (organized by dates), the functional (jobs grouped according to skills), and a hybrid of the two, which Augustine considers the ideal format. Using a functional resume can signal to employers that you are trying to hide something, whether it is age or employment gaps, Augustine says.

At the same time, older job seekers should provide only select details to guard against age discrimination, Augustine advises. “Cut back on what you’re sharing,” she says. Generally, it’s best to remove dates of graduation unless they are within the past year or two.

Your resume also shouldn’t list every job you’ve ever had. Only the past 15 years of work experience belong on the resume. If a position you’ve held in that time began earlier—say, in 2000, lasting until 2013—include it anyway. Older relevant experience can be noted in a short paragraph with the heading “earlier roles,” “career notes” or “earlier career experience” to show the progression of your career, Augustine says, but describe the role or title without dates.

Age discrimination isn’t the only reason to limit work experience from long ago. Technology and industries evolve rapidly. From an employer’s perspective, it’s not just what you know that counts but how current that knowledge is, says Rich Feller, a professor of counseling and career development at Colorado State University and a past president of the National Career Development Association.

Highlight Your Selling Points

A resume is a marketing tool with you as the marketed product, so think about the details that might catch an employer’s eye. A professional summary at the top of the first page or a list of key skills in the top third of that page should give a quick snapshot of why you qualify for the position you seek.

The resume should also tout major accomplishments at each job. Hiring managers want to see how you have used your skills and qualifications to the benefit of past employers. Did you generate savings and profits, or develop new ideas and products? Show what you accomplished for a particular employer such as “grew sales by 25%” or “saved the company 30%,” says Dawn Fay, senior district president for the Northeast at staffing agency Robert Half.

Keep it short; limit the resume to two pages.

Use Key Words

Although it’s useful to have a base or foundational resume, make sure it will “suit the role you are going after today,” Augustine says. That will require tailoring the resume as much as possible to each position. Because that takes more time, only apply for jobs that are a good fit. “Slow down to go faster,” Fay says. “You may apply to fewer positions but may get more traction.”

One way to tailor a resume is to pick up many of the same key words used in the ad to describe the skills, training, education and experience the position requires. “Go into the job description and take out all the competencies and put them in your resume,” Feller says. Check for descriptors, even the kind of lingo used in the job description, adds Fay.

The more key words the resume has, the better the chances are that it won’t be eliminated by the applicant tracking system in a search for skills and experience that match the position. But don’t just parrot essential words; you must be able to document the skills you have, experts say.

If you don’t have a key requirement, take a course in it right away. “You have to demonstrate that you’re learning,” Feller says. Search coursera.org for an online class from a top-tier university, or obtain a certificate in a specific technology or area of expertise that improves your qualifications. This is particularly important if you are segueing into a related or different field. If so, you may want to research the qualifications employers seek. Websites like onetonline.org describe different types of work and the specific skills required.

Keeping skills current is a good way to go even if your career isn’t changing direction. Researchers have found that age discrimination is higher for women and for those in lower-skilled positions such as administrative assistants, retail salespeople and security personnel. “With higher-skill jobs, recruiters are looking for skills and fit rather than demographics,” making age discrimination less likely, says Patrick J. Button, an assistant professor of economics at Tulane University.

Still, age discrimination only worsens in a bad economy. “When unemployment increases, discrimination increases,” he says. Many employers believe “it’s more difficult for older workers to work safely” during the pandemic. Recruiters and hiring managers think older workers will be bored in a job that requires less experience and won’t stay long, adds Augustine.

Although it’s easy to fall into the trap of believing “‘nobody’s going to hire me, I’ve been around too long,’ don’t assume the objection,” Fays says. “You have so much knowledge and experience to add value to an organization.”

Make Your LinkedIn Profile Ageless, Too

In a digital world, a LinkedIn profile rules. Although it began as a networking tool, the profile, which describes a person’s experience and accomplishments, has morphed into something more.

“LinkedIn is clearly the new resume,” says Rich Feller of Colorado State University. “Employers look for that first. They think you’re not tech savvy if you don’t have one. It’s a screening device. It was the college degree; now LinkedIn is.”

Some employers encourage candidates to apply for a job through LinkedIn, and it’s also where recruiters go to fill positions. If your LinkedIn and Facebook profiles don’t match your resume, the discrepancies will raise red flags, and recruiters look for them.

Here’s how to ensure your social media profiles and your resume tell the same “ageless” story:

• Change the privacy settings on your social media accounts so that any information that might give away your age, such as photographs of you or your grandchildren, is limited to friends and family.
• If your resume is limited to the last 15 years or so, edit your social media profile to match. “Don’t focus on the length of time you’ve been in the field,” says One Great Resume’s Joe Konop.
• If you’re not working full-time, keep your skills sharp with temporary, consulting or pro bono work and webinars. Just as you would include those things on a resume, make them part of your LinkedIn profile. “We see people get hired permanently from doing consulting work,” says Dawn Fay of Robert Half.

There’s no way to sugarcoat it: The seniors leaving campus this spring are graduating into one of the worst job markets in recent memory.

With the unemployment rate expected to exceed 20% in the coming months and the U.S. now officially in the grip of a recession, employers are rescinding job offers, delaying start dates and freezing hiring.

At the same time, COVID-19 is forcing much of the recruitment process to go virtual, upending the career fairs, campus recruitment visits and other services that many students rely on to find their first jobs after graduation.

According to a survey conducted in June by the National Association of Colleges & Employers, 9% of employers are revoking offers to recent college graduates and 33% are delaying start dates. And as of the end May the number of internships on ZipRecruiter was down 31%.

For graduates, then, the message is simple: Be realistic and be ready. The job market will get better, and you should be prepared for when it does. The question you should ask yourself is this: How do I use the next few months to be ready to take advantage of the job market as it comes back to life? Here are some specific ideas to help put you on the right path.

This article was written by and presents the views of our contributing adviser, not the Kiplinger editorial staff. You can check adviser records with the SEC or with FINRA.

Right now, that dream job in the city, working for that dream company, might not happen. But that’s OK. There are still jobs out there. It just might take more work and more flexibility to find them.

It’s all about keeping your options open because there are more jobs and internships available than many realize. It's just not true that nobody's hiring. It’s important to be open to a wide range of opportunities. The best first job out of college is the one that exists! Contact your college’s career service centers to get advice on available jobs and internships. Also, there are a wide range of websites that list jobs that are coming open for recent college graduates. Examples include: Indeed.com, careershift.com, LinkedIn.com and

Idealist.org.

My advice would be to start with your alma mater. Many colleges are finding that their alumni and parents are very willing to create opportunities on the fly. It’s just a matter of reaching out and asking. You can do this in two ways:

• First, make sure you are communicating with your college’s career center to ask what they are doing to help recent alumni. Also, remember that friends, family members and even your faculty can be helpful.
• Second, use LinkedIn and/or your college's alumni networking platform or directory to find alumni in your city or profession of choice, and reach out to ask if they will talk with you.

Before you get on the phone, make sure you do a quick Google search of the person and the company where they work. You don’t need to be an expert on them, but you should be familiar with their career and place of work.

Once you get the person on the phone, ask them to talk about their career. How did they get started? What was their path to their current job? What mistakes did they make? What advice do they have for you? People like to share their life journey. Before you end the call, ask them if they know of any openings and ask them to suggest somebody else for you to call (and ask for an introduction to that person!).

Be ready to act on the opportunities that arise. Is your résumé up to date? Are you doing all the right things in terms of building a personal brand? A personal brand is the story you tell about yourself and that you want others to tell about you. Your brand is shaped by the skills, experiences and competencies that shape you and your personality. In truth, there has never been a better time to build relationships. There is a lot empathy for recent college graduates in these unprecedented times.

Also, if you had a job or internship that was rescinded, periodically stay touch with the hiring manger. Send them an email. Call their office and set up a quick phone call check-in. If those don’t work, send a letter. Show you are still interested, earnest and ready to go when they are.

If there is a position or firm that you are excited about, spend extra time tracking the company on their social media, website and other publications. That way when you connect with the hiring manger you can incorporate that information in your check-in emails.

While it is not a particularly great time to be looking for a job per se, it’s never a bad time to develop new skills. There are so many new and different ways to develop career-related skills that weren't available even five or 10 years ago, including the growth of career service centers on college campuses.

This also includes new career training offerings on platforms like LinkedIn and Microsoft as well as massive open online courses (MOOCs) that can provide specialized training at low cost or for free. Check out these options at IDEO U and Inside Sherpa.

This is great news for recent graduates as employers are more focused on skills and credentials, and less concerned about what degree you have and where you went to college. Now is the time to skill-up and bring more to the table.

So, this summer students should figure out how to add to their skill sets. The truth is employers are going to be very sympathetic to this graduating class. And at some point in the next six months, employers will go from not being able to focus on recent graduates to desperately needing them.

Work on your virtual skills. Think ahead about where you would do a virtual interview. You need a quiet room and make sure you know what is on the walls and what the person at the other end will see. Get somebody from your college career service center (or an alum or family friend) to do a mock virtual interview. Zoom, FaceTime and other platforms make this easy and important.

Be sure to test the technology before the interview. Some platforms may require app downloads or have a more detailed log-in process. You’ll want to do all of this in advance so you’re ready to go at interview time.

This job market represents an opportunity for new graduates to show employers what they’re really made of, to prove that they are resilient, creative and that they know how to deal with the challenges that life throws at them. Use the summer months to build a narrative about how you turned this time period from a challenge to an opportunity.

That alone will speak volumes to future employers.

This downturn is temporary, however painful. The job market will return, employers will soon need help and entry-level candidates will again be well positioned to jump on those opportunities. My message is to remain positive, be realistic when looking for work and be ready to go when things start to turn around.

With the right skills and the right attitude, this coronavirus summer might prove to be a net positive in the careers of today’s graduates that sets them up for success for years to come.

The COVID-19 coronavirus pandemic is taking a terrible toll on human life, straining global healthcare systems and disrupting daily life. It's eliminating American jobs at an unprecedented pace, too.

More than 36 million Americans filed for unemployment benefits between March 15 and May 8. The U.S. unemployment rate reached 14.7% in April, and Treasury Secretary Steven Mnuchin acknowledged, at its worst, that figure could reach Great Depression levels around 25%. If so, that would equate to job losses several times more than what America suffered during the Great Recession of 2007-08.

But if you've suddenly found yourself on the job search, dozens of companies might be looking for you. A few sectors are seeing a huge spike in demand, and as a result, several companies are hiring thousands, tens of thousands, even hundreds of thousands of workers right now.

Employment categories currently seeing a surge in hiring include grocery stores, food delivery services, package delivery drivers, freight trucking, cleaning services, call centers, e-commerce warehouses and logistics, nursing homes, online tutors, manufacturers of popular shelf-stable food products, pharmacies and security services.

To help anyone out there trying to find a job, we've compiled a list of 37 of the largest, best-known companies hiring now in response to coronavirus-sparked demand. This list includes what types of job openings are available, how many, and direct links to job application sites. Many of these companies have declared nationwide openings, so there's a good chance that several of these places are hiring near you.

• Company headquarters: Dallas, Texas
• Number of new jobs announced: Up to 20,000
• Location of new jobs: Nationwide
• Apply for 7-Eleven job openings

Grocery and big-box stores are naturally seeing their shelves picked clean as consumers stock up on essentials. But so are convenience stores such as privately held 7-Eleven, which is seeing a big boost in business, too.

The company is hiring now for people to stock shelves, clean stores and meet a surge in mobile orders placed using its 7NOW delivery app. On March 20, 7-Eleven announced it expects to hire up to 20,000 new store employees nationwide to meet increased demand caused by the COVID-19 pandemic.

• Company headquarters: Oak Brook, Illinois
• Number of new jobs announced: 30,000
• Location of new jobs: Nationwide
• Apply for Ace Hardware job openings

Ace Hardware Corporation, the nation's largest retail hardware cooperative, announced it is undertaking a massive hiring wave. With 75% of Americans living within 15 minutes of an Ace Hardware location, demand has been high during the coronavirus shutdown. The company and its independent retailers will be adding 30,000 positions, including a mix of full-time, part-time and seasonal employees at 4,300 locally owned stores located across the U.S.

"Over these 95 years, our local owners have weathered their community through a crisis or two and these 'red-vested heroes' stand ready to do it again," Ace Hardware CEO John Venhuizen says. "We feel fortunate that we are able to provide employment opportunities for those who may be looking for work, with our growing need for more helpful associates."

• Company headquarters: Seattle, Washington
• Number of new jobs announced: 100,000
• Location of new jobs: Nationwide
• Apply for Amazon.com job openings

The COVID-19 pandemic has resulted in a huge increase in online shopping as consumers hanker down and minimize their trips outdoors. No surprise, then, that on March 16, Amazon.com (AMZN) announced a $2-per-hour pay increase for its U.S. workers, not to mention a massive flood of new Amazon jobs:

"We are opening 100,000 new full and part-time positions across the U.S. in our fulfillment centers and delivery network to meet the surge in demand from people relying on Amazon's service during this stressful time, particularly those most vulnerable to being out in public."

A month later, on April 13, the company announced it had reached that 100,000 target. But don't worry: Amazon is going to continue bringing on new employees, announcing it will create another 75,000 jobs. Amazon sent out this invitation to anyone who has lost their job as a result of the coronavirus lockdown:

"We know many people have been economically impacted as jobs in areas like hospitality, restaurants, and travel are lost or furloughed as part of this crisis, and we welcome anyone out of work to join us at Amazon until things return to normal and their past employer is able to bring them back."

Amazon also is taking further measures to protect warehouse workers, including checking employee temperatures at the start of shifts, purchasing hand sanitizer and 450,000 canisters of disinfectant wipes, and distributing masks.

• Company headquarters: Chattanooga, Tennessee
• Number of new jobs announced: Thousands
• Location of new jobs: Nationwide
• Apply for Bellhops job openings

Bellhops is an online moving service. And while you might think moving would be slowing to a halt, CEO Luke Marklin says the company's business is robust enough to warrant extra help.

"Americans are still having to move," Marklin says. "Whether it's due to the end of a lease or they are renting or purchasing a new home, they need help. As an essential service, Bellhops is working tirelessly to ensure those who need to move have the assistance they need. This also means we have work opportunities for those impacted by layoffs and pay cuts."

The company is hiring “thousands” of contractors nationwide to meet demand. It says its moving professionals make an average of $21 per hour, including tips and bonuses, while professional drivers can make over $40 per hour.

• Company headquarters: Woonsocket, Rhode Island
• Number of new jobs announced: 50,000
• Location of new jobs: Nationwide
• Apply for CVS job openings

On March 23, CVS Health (CVS) announced one of the country's largest coronavirus-related hiring surges. The company says prescription delivery volume is up 300%, and stores are filled with customers stocking up on health and medical supplies, along with household goods. To meet service needs, CVS is among the companies hiring tens of thousands of new employees now – a mix of 50,000 full-time, part-time and temporary jobs.

CVS is moving fast on most of these, too. Its career page states: "In response to the urgent and increased health care needs of American's impacted by the COVID-19, Coronavirus, pandemic, we are accelerating a plan to fill more than 32,000 full-time and part-time positions across the country." It's unclear, however, whether that number is part of the 50,000 roles announced, or if it will be updated to reflect the full 50,000 jobs.

• Location of new jobs: Nationwide
• Apply for Dollar Tree job openings
• Apply for Dollar General job openings

Discount stores are seeing a surge in demand from shoppers, too. This means additional staff are required for manning cash registers, cleaning, stocking shelves and handling warehouse responsibilities. As a result, Dollar Tree (DLTR) and Dollar General (DG) are both hiring for positions across the U.S.

Dollar Tree announced its plans for a mass-hiring spree on March 20, writing, "During this unprecedented time, our Company is seeking 25,000 motivated individuals to support our stores and distribution centers as we provide essential products at great values to the communities we serve."

Dollar General didn't talk numbers but released a statement saying, "For any individual whose job has been temporarily impacted by the effect of COVID-19, we currently have a number of full and part time positions available across our stores, distribution centers and private fleet network."

• Company headquarters: Ann Arbor, Michigan
• Number of new jobs announced: 10,000
• Location of new jobs: Nationwide
• Apply for Domino's job openings
• Apply for Pizza Hut job openings
• Apply for Papa John's job openings
• Apply for Hungry Howie's job openings

The demand for pizza hasn't slowed any during the epidemic crisis – if anything, it has increased, with all those pies being sent out from restaurants to customers' homes. That makes it a prime target for Americans newly on the job search.

Domino's Pizza (DPZ) is once again ahead of the trend, introducing contactless delivery in the U.S. But it also needs to hire more staff. That’s expected to amount to 10,000 new hires across the country for roles including delivery drivers, pizza makers and truck drivers.

In a statement (via CNBC), CEO Ritch Allison said, "Our corporate and franchise stores want to make sure they're not only feeding people, but also providing opportunity to those looking for work at this time, especially those in the heavily-impacted restaurant industry."

Other pizza companies are hiring right now, too. Yum Brands’ (YUM) Pizza Hut announced it has 30,000 permanent open positions to fill, including cooks, managers and shift leaders. The company says its 24-slice “Big Dipper” pizza has become especially popular with families shut in together because of the coronavirus. Papa John’s (PZZA) recently announced it needs to fill 20,000 positions immediately because of coronavirus-fueled demand. And Hungry Howie’s says it is hiring 2,000 permanent drivers across 550 locations in 21 states, with rates that can pay up to $15 per hour.

• Location of new jobs: Nationwide
• Apply to be an Instacart shopper
• Apply to be a GrubHub driver
• Apply to be a DoorDash driver
• Apply to be a Shipt shopper

The demand for food delivery services from restaurants and grocery stores was growing before the coronavirus crisis hit. Now, restaurants nationwide are closing their dining rooms, but many are keeping their kitchens running in the hopes of staying alive be selling take-out food. That means food delivery services like GrubHub (GRUB) are having trouble keeping up with the volume of orders. So are personal shopping and delivery services like Instacart.

On March 23, Instacart announced it will be hiring an astounding 300,000 full-time contractors for North America to deal with the demand. That’s expected to be 54,000 in California alone. In addition, Instacart says it will provide up to 14 days of extended pay for any full-service or in-store shoppers who are diagnosed with COVID-19, or forced to quarantine or self-isolate.

DoorDash is hiring too, but this food delivery service is prioritizing restaurant workers who have seen their hours slashed or been laid off as a result of COVID-19 measures:

"We know that many restaurant workers are finding themselves with fewer hours – hours they need to support themselves and their families. So we are creating a priority access program to help your workers sign up as Dashers and begin making deliveries safely, enabling them to meet their financial needs until their jobs return to normal."

Shipt also is adding workers to meet demand, including 3,000 in Detroit and 2,000 in Miami. “To best meet the needs of the communities we serve, we’re actively adding thousands of new Shipt Shoppers across the country,” the company says.

• Company headquarters: Menlo Park, California
• Number of new jobs announced: 10,000
• Locations of new jobs: Primarily in California, but also at offices across the U.S. (including New York, Washington, Texas, Utah, and Georgia)
• Apply for Facebook openings

Facebook (FB) has responded to the coronavirus pandemic by having employees work from home as much as possible. In addition, the social media giant has ramped up content review. This process is now more sensitive than ever, given the potential for misuse of the platform around COVID-19 information, and the needs of people under lockdown who have been cut off from friends and family for weeks at a time.

The company also will distribute $100 million in cash grants and ad credits to small businesses feeling the impact of the lockdown.

Facebook COO Sheryl Sandberg told CNBC that despite the hit the company is taking in ad revenue, it plans to hire an additional 10,000 employees for its product and engineering teams in 2020 – a 22% increase in its headcount.

• Location of new jobs: Nationwide
• Apply for UPS job openings
• Apply for Fedex job openings

With Americans practicing social distancing, working from home and self-isolating, there has been a significant increase in home package deliveries. United Parcel Service (UPS) drivers have reported volumes more typical of the holidays, with 12-hour shifts to keep up with demand.

Both FedEx (FDX) and UPS have ramped up hiring as a result.

Last weekend, FedEx held a job fair looking to fill 500 permanent, part-time positions at its World Hub in Memphis. It's worth checking your local FedEx and UPS offices for open positions – last week, the companies were looking to hire 70 and 50 jobs respectively, at their northeast Ohio locations alone.

• Company headquarters: Akron, Ohio
• Number of new jobs announced: Not specified
• Location of new jobs: Cuyahoga Falls and Wooster (Ohio)
• Apply for Gojo job openings

Given the shortages and panic-buying of hand sanitizer that quickly became emblematic of the COVID 19 crisis, it should come as no surprise to learn manufacturers of this must-have are ramping up production. Ohio-based Gojo makes the popular Purell brand of hand sanitizer products and currently employs roughly 2,500 people.

This is a small company compared to most of the rest on this list, but it's among the employers most connected to the coronavirus fight. A company spokesperson told Cleveland.com that it is seeking workers for its two plants due to a "dramatic increase" in demand for Purell products.

• Location of new jobs: Nationwide
• Apply for Publix job openings
• Apply for Kroger job openings
• Apply for Costco job openings
• Apply for Safeway job openings
• Apply for Whole Foods job openings

One look at the chaos COVID-19 panic has caused in grocery stores, and it's immediately obvious they need help. Besides stocking the shelves and in many cases preparing online orders for pickup, cleaning a store to keep it safe for customers has become a much more critical (and labor-intensive) task.

I asked Costco (COST) to confirm whether it is hiring to cope with the COVID-19 surge, but the company declined to comment, saying only: "As always, our focus is to have merchandise available for our members at low warehouse prices." However, there are numerous local reports across the U.S. of Costco locations now hiring. For example, NBC spoke to a Woodland Hills, California, Costco location that confirmed that store is hiring 40 more workers specifically to meet the added demand.

The same goes for grocery-chain companies, which are hiring now. Privately held Publix told Tampa Bay media it is hiring "thousands" of workers to keep up with shoppers who are stocking up on supplies to ride out the pandemic. On March 17, Kroger (KR) said it has already hired 2,000 new staff in response to increased demand from the coronavirus, with more than 10,000 openings still to fill in its stores, plants and warehouses. In the San Francisco Bay area, privately held Safeway is immediately hiring more than 2,000 workers.

Amazon-owned Whole Foods says: “We believe our role serving customers and the community during this time is a critical one.” The company is hiring 5,000 workers, with a minimum starting wage of $15 per hour.

If you're looking for job openings near you, be sure to check with your local grocery stores. There's a good chance they have positions to fill.

• Company headquarters: Mooresville, North Carolina
• Number of new jobs announced: 30,000
• Location of new jobs: Nationwide
• Apply for Lowe's job openings

Lowe's (LOW) already has 300,000 workers, but in response to demand caused by the coronavirus, it plans on bringing on an additional 30,000 extra pairs of hands.

In-store positions are available across the U.S., including full-time, part-time and "tens of thousands" of seasonal jobs, plus overnight cleaning and stocking positions available for laid-off workers who need temporary employment. Lowe's also is hiring at its distribution centers.

• Company headquarters (U.S.): Arlington, Virginia
• Number of new jobs announced: 5,000
• Locations of new jobs: Nationwide
• Apply for Nestlé openings

Multinational food conglomerate Nestlé (NSRGY) also has seen an increase in demand for many of its products during the coronavirus lockdown.

The company and its brands operate in more than 120 locations across 47 states, including production, distribution and corporate locations. And it recently opened its U.S. head office in Arlington, Virginia. Nestlé says it is in hiring mode, with plans to add 5,000 positions for its American operations, at both factory/distribution and corporate sites.

• Location of Jobs: Nationwide
• Apply for Outschool job openings
• Apply for Varsity Tutors job openings

The push to have employees work from home has been one of the largest societal shifts of the COVID-19 pandemic. Another one that many American families face: Schools are shut down.

Keeping kids entertained and active is one thing, but parents are already worrying about continuing education. And teachers are out of work. That combination provides a budding opportunity for online tutoring.

Privately held Outschool – a San Francisco-based startup that provides online classes – is stepping up to cover both needs. On March 15, Outschool announced it needs to hire 5,000 teachers to meet an 11x increase in demand, driven by parents looking for online courses so their housebound children can continue their education. These jobs pay an average of $40 per hour.

St. Louis-based Varsity Tutors, another privately held online educational service, is expecting to hire 10,000 instructors to work from home while teaching an online "Virtual School Day."

• Company headquarters: Harrison, New York
• Number of new jobs announced: 6,000 full-time
• Location of new jobs: Nationwide
• Apply for PepsiCo job openings

Multinational food giant PepsiCo (PEP) – whose brands include its namesake Pepsi, as well as Lays chips, Quaker Oats, Pure Leaf teas and Tropicana orange juice – is stepping up production at plants across the U.S. to ensure home-bound Americans don't run short of snacks or beverages.

Pepsico announced on March 20 that it will be hiring an additional 6,000 workers in the U.S. to meet increased demand for its products – and these are full-time jobs with benefits. The company also announced enhanced wages and benefits for its existing 90,000-plus North American employees.

• Company headquarters (U.S.): Camp Hill, Pennsylvania
• Number of new jobs announced: 5,000
• Locations of new jobs: Nationwide
• Apply for Rite Aid openings

Rite Aid (RAD) has nearly 2,500 locations across the United States, and its pharmacies are seeing a big increase in demand:

"Rite Aid is on the front lines in helping Americans cope with the COVID-19 pandemic," the company writes. "We are working around the clock to ensure we are doing our part to provide Rite Aid's associates, customers, and communities with what they need during these unprecedented times – from medication delivery to ensuring clean, safe and stocked stores."

The company is looking to hire additional staff to meet COVID-19 demand. There are 5,000 positions to fill, including cashiers, pharmacy technicians and distribution center associates.

• Company headquarters: Minneapolis, Minnesota
• Number of new jobs announced: Over 9,000
• Locations of new jobs: Nationwide
• Apply for Target openings

Target (TGT) has been making moves to protect its employees in the wake of the COVID-19 pandemic. This includes supplying face masks and gloves, and committing $300 million to "wages, bonuses, paid leave, benefits and relief fund contributions." In addition, the company recently announced its $2-per-hour wage boost for frontline workers will be extended to May 30.

Target has noted a big boost in drive-up service demand, and has added added 80,000 new Shipt shoppers for home delivery demand. It has not made an official hiring announcement in response to the pandemic; however, the company currently has over 9,000 positions open across the country. Roles include seasonal workers, store team leaders, merchandisers, security and distribution center positions.

• Company headquarters: Brentwood, Tennessee
• Number of new jobs announced: 5,000+
• Location of new jobs: Nationwide
• Apply for Tractor Supply job opportunities

Tractor Supply Company (TSCO) has been in business for more than 80 years. The company – also known as TSC – counts more than 33,000 employees, with 1,863 stores and eight distribution centers across 49 states.

The coronavirus outbreak has resulted in unprecedented need for new staff, resulting in what TSC describes as "the Company's most ambitious hiring drive ever with plans to immediately fill more than 5,000 full-time and part-time Team Member positions."

Stores and distribution centers will be hiring new roles as well as providing backup for existing positions, with a focus on increased safety and increased customer service in TSC stores. Tractor Supply also is bolstering efforts to ensure employees are safe, including enforcing social distancing and increasing employee use of personal protective equipment such as gloves, masks, face shields and sanitizer.

• Company headquarters: Tampa, Florida
• Number of new jobs announced: 10,000
• Location of new jobs: Nationwide
• Apply for Valet Living job opportunities

Valet Living is the only nationally recognized full-service amenities provider to the multifamily housing industry. The privately held company provides apartments and housing complexes with services including doorstep collection and recycling, along with premium home-related services such as concierge, fitness, maintenance, pet and turns solutions.

Valet Living tells Kiplinger they are hiring up to 10,000 part-time, temporary and long-term positions over the next few months, with many of those positions open immediately. New hires can expect to be assigned to tasks such as package delivery, pet walks, doorstep trash service and running the concierge desk.

• Company headquarters: Deerfield, Illinois
• Number of new jobs announced: 9,500
• Location of new jobs: Nationwide
• Apply for Walgreens job openings

Just like CVS, Walgreens (WBA) is seeing a surge in demand as customers strip shelves of products such as hand sanitizer, toilet paper, paper towels, soap, cold and flu medications, and vitamins. In addition, customers are rushing to stock up on prescriptions.

Thus, Walgreens is also hiring now to meet this ramp in demand.

"As we deal with significant demands on our stores and pharmacies during this time, we're looking to fill roughly 9,500 existing full and part-time roles in stores across the U.S.," the company says. "In addition, as Walgreens continues to assess its needs related to the coronavirus situation, it will look to begin filling additional temporary CSA positions starting next week to help bolster in-store staffing."

• Company headquarters: Bentonville, Arkansas
• Number of new jobs announced: 150,000
• Location of new jobs: Nationwide
• Apply for Walmart job openings

Walmart (WMT) is seeing increased traffic in stores and online because of COVID-19, and is among the largest companies hiring right now.

It initially announced plans to bring on a whopping 150,000 new associates across the U.S. to work in its stores, clubs, distribution centers and fulfillment centers. The jobs are temporary, but the company said it expected many to convert to full-time roles. It also needed the help quickly, so it said it would "dramatically expedite hiring" of key roles, pledging to reduce its usual two-week application process to just 24 hours.

Walmart now says it has hired 100,000 workers since that initial pledge. Dan Bartlett, Walmart's executive vice president of corporate affairs, told CNBC, "We'll easily hit the 150,000. We'll do an assessment to see if we need to do more."

• Location of new jobs: Nationwide and international
• Apply for Zoom job openings
• Apply for Slack job openings

With many companies arranging for their employees to work from home, remote meeting and team collaboration solutions are in the spotlight. Companies like Slack Technologies (WORK) and Zoom Video Communications (ZM) haven't put out specific calls for staffing, but are reported to be listing new jobs and hiring now because of a COVID-fired surge in demand. Indeed, both companies' websites show what appear to be hundreds of job openings for everything from support to sales roles.

Zoom's CFO told CNBC the company has been busy adding servers to its 17 data centers, with plans to bring two centers online. He notes the company is hiring engineers and salespeople – with that latter role expected to be a critical one when the company tries to convert the myriad free trials now underway into paid subscriptions.