Tag: Career Advice

Practical guidance to help professionals make informed career decisions, navigate challenges, and achieve long-term growth.

Stop Taking Career Advice From Random People

What You Must Know About the People Giving It

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Almost every IT community forum have become extremely noisy places.

Many people are asking questions about choosing a career path, selecting a degree, or figuring out what’s “safe” for the future. Some replies are very positive, others are extremely negative, and most people are simply unsure about which direction to take.

This is understandable. The tech world is changing fast, and uncertainty makes people talk more. But one thing we often ignore is that career advice is never neutral. Whether people realize it or not, their opinions come from their own motivations, fears, insecurities, or past experiences. That’s why it’s important to look not just at what someone says, but why they might be saying it.

Government-Academic Professionals

People who work in public universities, research institutes, or schools usually come from a very structured academic background. Their world revolves around theory, specialization, and traditional study paths. They’re usually not very connected to the business side of IT or the realities of the private sector.

So the advice they give often reflects what they know best: long academic routes, deep specialization, and stable, predictable career paths. This can be useful, but it doesn’t always match the speed and unpredictability of the tech industry.

Private Academic Institutions (people associated to them)

Then there are the private universities and training centers. Their environment is different. Education is also a business for them. So even when they genuinely want to guide you, there is always a commercial angle behind their recommendations. If you tell them you’re interested in something, chances are they have a matching course to offer. Some will even shape your thinking in a way that leads you toward their programs. It’s important to keep this in mind and evaluate their advice with a bit of caution.

Students Who Are Already Studying the Field

This group is often overlooked, but they are very influential. Especially in online discussions.

These are people who have already chosen their path and invested time, money, and effort into it. Naturally, they don’t want to see their field threatened or questioned. When someone asks whether their chosen field will have demand in the future, they often respond with a lot of emotion. They defend their path because accepting uncertainty means accepting they might have made a wrong choice. This doesn’t mean their opinion is invalid, but it is definitely shaped by wishful thinking.

People Working in the Industry

Industry professionals usually give very practical advice because they are living in the real world of tech jobs. They know which skills matter, what companies look for, and what the day-to-day work actually feels like.

However, this group also has its own dynamics. IT is competitive, and sometimes people don’t want more competition in their area. So depending on how they perceive you, the tone of their advice can change. Some will encourage you, while others may discourage you. Without even realizing they’re doing it.

Business Owners in IT

Finally, there are the founders, entrepreneurs, and managers. These people understand the market better than most. They know what skills are in demand, what types of talent companies are searching for, and how the industry is moving.

Their advice can be very accurate, but even they have a certain viewpoint. They often see everything through the lens of business needs. If they think you would fit well into the structures and roles they value, they will guide you one way. If not, their advice may lean in another direction.

Make Sense of All the Advice You Hear

Seems every group comes with a bias, naturally. Everyone speaks from their own world. That’s why the key is not to blindly trust any single source. Instead, try to understand where the advice is coming from.

We don’t need to avoid advice. Just need to evaluate it.

Career choices become clearer when you stop absorbing noise and start observing intentions. The more aware you are of the motivations behind the advice, the easier it becomes to make decisions that truly fit you.

Finding Your True Worth – How to Figure Out the Right Salary

Figuring out the right salary for your role can be tricky. Everyone seems to have an opinion, but how do you know what’s real?

1. Opinions/Social Media or Forums (Least Reliable)

People love to talk about salaries on social media and in casual conversations. Remember that opinions are often Trojan horses for hidden agendas. People often have their own reasons for saying what they do. Sometimes, people are motivated to post false numbers to influence opinions and set certain expectations in the job market. Also, they might exaggerate to look good and impress others in public while downplaying their earnings when talking to coworkers. It’s hard to know what’s true.

2. Surveys (Better, But Not Perfect)

More structured than opinions. Helps to collect more information, including the demographics of the participants so you can analyse them better. But since the answers are self-reported, this information can contain biases and false information.

3. Research (The Best Method)

The most reliable understanding of salaries often comes through proper research. A mix of different sources including informal conversations, online surveys, and platforms like Glassdoor. In some cases, information gathered directly from companies adds valuable perspective. When data is collected from multiple angles and cross-checked, the result tends to be a more accurate and balanced view.

Not all sources hold equal weight. Information from trusted or direct sources usually carries more value than unverified hearsay. In practice, combining many sources while being mindful of their reliability often brings researchers closer to the actual market range.

Finally: Salary details are usually considered confidential in most workplaces, which makes finding accurate numbers challenging. No single source can provide the full picture. It seems that a layered, evidence-based approach is the closest thing to a scientific method when trying to understand compensation standards.

Salary Transparency – Reality, Trends, and Possible Candidate Pitfalls

Salary transparency is still a fresh concept in Sri Lanka. While it’s not yet widespread, we’re starting to see some early trends emerge locally as companies experiment with openness about pay.

Is There a Real Trend in the World?

Yes, salary transparency is a growing global trend, especially in places like the U.S. and Europe, where laws and worker expectations are pushing companies to share pay details. A real-world example is Buffer, a tech company that adopted full salary transparency in 2013. They publicly share every employee’s salary online, from the CEO to entry-level staff. Buffer says this openness builds trust and boosts job applications, proving it’s not just a passing fad but a shift toward fairness and accountability in workplaces worldwide. Sri Lanka might be behind, but the global movement could inspire change here too.

Benefits of Sharing Salary in Job Ads

Posting salaries in job ads can attract the right candidates. People who know what they want and won’t waste time if the pay doesn’t match. It also cuts recruitment effort by filtering out mismatches early, saving companies time and resources.

Challenges with Transparent Salary

However, transparency isn’t all smooth sailing. One challenge is employee morale. As an example, at Reddit, which removed salary negotiations to promote fairness, some workers still felt uneasy comparing their pay to new hires, showing how openness can spark tension. Another issue is competitors poaching talent. If a rival firm sees your salary range, they might offer more to lure staff away.

Possible Candidate Pitfalls

Candidates need to watch out for tricks too.

Bait and switch recruitment: Some companies post high salaries in ads but never hire. Their real goal is to look like a top paying company.

Selective transparency: Organizations might display salaries only for their highest-paying roles while keeping compensation for average positions undisclosed.

Range manipulation: Some employers post extremely wide salary ranges (e.g., “50,000-120,000 based on experience”) that provide little meaningful information

Salary transparency is creeping into Sri Lanka, following a real global trend. It promises better hiring and trust but brings challenges and pitfalls too. For now, both companies and candidates here need to tread carefully as this idea takes root.

Two Types of CVs – Which One Do You Have?

When applying for jobs, your CV is crucial in getting noticed and securing an interview. In a previous post, I discussed how simply enhancing a CV isn’t the only factor affecting your job search. However, this doesn’t mean we should neglect optimizing our CVs before applying.

Personally, when reviewing or helping someone enhance their CV, I notice two main types of optimization.

CVs Optimized for Shortlisting

First, there are CVs optimized for shortlisting. These CVs are designed to pass applicant tracking systems (ATS) and capture recruiters’ attention. They include relevant keywords from the job description, a clean, structured format, and highlights of your skills and achievements. The goal is to get past initial filters and increase your chances of an interview.

CVs Optimized for Truthfulness

Second, there are CVs optimized for truthfulness. These CVs focus on accuracy and honesty. Instead of manipulating content to match job descriptions, they reflect your real skills and experience, avoid exaggeration or buzzwords, and provide a clear, authentic view of your career. This builds realistic expectations and fosters trust with potential employers.

Which type is better? That’s the question I keep pondering. I’ve noticed most people try to make their CVs pass computer filters and catch a recruiter’s eye. Personally, I believe prioritizing truthfulness is most important, something often lacking in today’s job market. When everyone’s worried about keywords and how their CV looks to computers. I’m wondering if we’ve lost sight of the value of genuine representation in our professional narratives. It’s a thought I wanted to share and explore.

This is my personal opinion. I’d love to hear your thoughts in the comments!

Polishing Your CV, is Really a Solution?

I run ITPro.lk, a platform that processes IT job applications daily. A frequently asked question is: “I am applying for jobs, but I am not getting a good response. Can you review my CV and tell me how I can improve it?”. From what I’ve seen, most CVs are well-written and don’t need major improvements. The internet is already flooded with CV guides, YouTube Gurus, templates, and services, which has helped to raise this standard.

The real challenge today is discovering the truth about candidates and the companies/roles they apply for. Both sides often present polished, unrealistic versions of themselves online, creating a trust gap in the employer-candidate relationship.

This reminds me of how relationships worked before the internet and social media. Back then, connections were deeper and more genuine. Today, the initial contact is easy and cheap. Despite better communication tools, the quality of relationships has declined today. The same is happening between employers and candidates.

Focusing too much on perfecting CVs to solve employment issues is like blaming your horoscope for relationship problems. It misses the real issues of authenticity and trust.

Discovering Your Ideal Career Path: A Breakdown of the Self-Assessment Survey

Living in a world full of choices and opportunities, we are often influenced by others when making decisions. But are we truly making the right choices when it comes to important matters? I wanted to create a self-assessment survey to help people figure out the ideal career path tailored to them. This is specifically designed for individuals looking to make a choice in the IT field.

For the initial version, I’ve kept it ultra-simple. The survey consists of just four multiple-choice questions. If you’d like to try it out, here’s the link: https://itpro.lk/mypath

Logic Rules to Map to Career Pathways

The first question gathers input about the user’s preferred tasks, while the remaining three validate the initial choice. Based on their answers, the survey suggests career paths best aligned with their preferences.

Recommending Software Development:

  1. Task: A (Building software).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Opportunities for creativity.
  4. People/Tasks: Prefers technical tasks.

Recommending Data Science/Analysis:

  1. Task: B (Analyzing data).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending UI/UX Design:

  1. Task: C (Designing visuals).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Opportunities for creativity.
  4. People/Tasks: Prefers technical tasks.

Recommending Cybersecurity:

  1. Task: D (Solving security challenges).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending Quality Assurance:

  1. Task: E (Testing and improving quality).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending IT Academic:

  1. Task: F (Teaching IT concepts).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Helping others, Leading and organizing teams.
  4. People/Tasks: Enjoys working with people.

Recommending IT Management (Project/Product):

  1. Task: G (Managing teams and projects).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Leading and organizing teams.
  4. People/Tasks: Enjoys working with people.

Recommending to try different paths

If the answers provided by users don’t align with any of the options, the system suggests exploring different paths to discover the most suitable career for them.

That’s all for now, folks! 🙂 I know it’s a very basic tool, and its recommendations shouldn’t be taken too seriously. I just recommend giving it a try for fun. I’m working on a more advanced version to share with you in the future.