Empowering the MK Community with AI and Digital Skills: Tackling the Third Wave of Digital Exclusion24/7/2025  Works for Us as the Employability side of Citizens Advice Milton Keynes have always tried to stay ahead of the curve when it comes to digital skills, and right now, that means focusing on AI. It's a topic that’s right at the heart of everything we’re doing. Whether it's helping someone apply for a job, start a business, or just understand what’s changing in the world around them, AI is a big part of the conversation.
What We Mean by the "Third Wave of Digital Exclusion" We’ve started calling this moment the “Third Wave of Digital Exclusion.” Here’s what we mean by that:
AI is already playing a big role in things like job applications, interviews, and how employers make decisions. But many people don’t realise that tools such as Applicant Tracking Systems (ATS) are scanning CVs, scoring assessments, and even reviewing video interviews, all without a human ever seeing the applicant first. If you don’t know how these systems work, it’s easy to get left behind before you’ve even had a chance. What We’re Doing to Help We’re working hard to make sure people in our community feel informed, supported, and confident, not overwhelmed, when it comes to AI. Here’s how:
Some of the Challenges We’re Facing Of course, it’s not all smooth sailing. There are definitely challenges:
What’s the Community Saying? The response so far has been really encouraging. We’ve had:
Final Thoughts AI isn’t going away. In fact, it’s becoming part of everyday life whether we realise it or not. That’s why we believe it’s so important to bring everyone along on this journey—not just those who already feel confident online. At Works for Us, we’re committed to making sure this Third Wave of Digital Exclusion doesn’t leave anyone behind. Because digital skills aren’t just about devices or apps anymore, they’re about understanding the world around us, and having the tools to shape it.
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 How AI is Changing Job Hunting – And How You Can Keep Up By Stuart Jacobs, Digital Skills Adviser Recruitment has changed a lot in recent years, and AI is now a big part of how employers find the right people. From scanning CVs to analysing video interviews, AI helps employers work faster, spot the best candidates, and reduce bias. But for job seekers, it means putting in more effort to stand out. You can’t just send the same CV to 20 companies anymore; AI is looking closely at your application to see if you tick all the right boxes - What hasn't changed is quality is better than quantity!! The time you put in is what you get out... Where AI Shows Up in Recruitment CV Scanning
Make Your CV AI-Friendly
Final Tip AI isn’t going anywhere - so the more you understand how it works, the better your chances of landing the job you want. A few smart changes can make a big difference. Need a hand with any of this? 📞 Call: 07852 963744 📧 Email: [email protected] The Working Wardrobe is a great addition to local charity, Works for Us, and has been ever so popular with the people of MK, allowing it to be continually funded for over 12 years! Susie heads the area and was able to talk us through its colourful history and the way it meets the needs of today’s employees with the ever-changing fashion trends and workwear attire. For example, the pandemic has pushed a culture of casual clothing, working from home boosted sporting PJs from the waist down, and pushed employers to be ever more fashionably flexible. Although this shift made the daily work wear more relaxed it has undoubtedly raised interview expectations (gyms being the exception to the rule as they require a more athletic interview dress code) so it’s even more challenging for us to know exactly what to wear, when and, who for. Susie was first approached to host a pop-up shop with a small group of volunteers at the MK Rail station, which quickly became a small boutique offering on-the-spot interview clothing and support. The project ran for 12 weeks and was so popular, not just with daily commuters but citizens from all over the city, that more funding was offered, and Susie soon found a place within the team to help drive it forward to today. With a wealth of experience and a background in fashion and art, attending elite colleges such as Manchester’s Institute of Fashion and Design, completing Petals level 4 tutoring and An Intro to Fashion and Design course, plus eBay and Merchandising course, Photography, and Styling – clients are indubitably in good hands. “I am only a small part of someone’s journey, it is them who does the work and gets the best results.” Susie. The Wardrobe constantly adapts to meet the needs of the City’s employment scene and is driven by the passion of the people who access it. The appointments are centred solely around every person who attends, with a small amount of obtained information prior such as height and age, Susie and her fashion-forward team of volunteers can expertly prepare a range of clothing choices ready for the appointment. Freeing up valuable time to discuss and work on styling, self-esteem, budgeting tips and even looking at how to dress like your icon. Earlier clients may have heard of the Working wardrobe as; Women without Boundaries, Dress to Impress, This is Me as it adapted, but all with the exact same agenda ‘To see the potential in someone and work with them until they feel at least twice as good as they did when they entered’. Working with great partners such as MK College offering beard trims and haircuts in the past; the wardrobe is there to help people understand what’s appropriate for clients and employers. Susie sums it up in one great analogy – “As a child, you may have placed a buttercup under your chin to see if it lights up and you like butter. That’s what the right colour pallet does for us, it enhances the skin tone and brightens up our attire. This is what I aim to do for my clients.” Conversations on what to have handy in your bag, planning your travel to work, and what to expect in the days leading up to your interview are great ways to help remove anxieties so that on the day of your interview you can calmly sit and enjoy a cup of tea. The process is about enabling each other to see what we already have to offer, including what’s in our wardrobes already. There is no need to spend a lot of money or rush to purchase something we might never wear again or do not feel comfortable in. The capsule wardrobe is a technique used to help minimise your wardrobe so you can effectively learn to mix and match what you have. Top tip – Fashion revolves on a 12-year cycle and so with the right basics you can refresh your look without going out of style. The wardrobe relies on voluntary support and partnerships from high fashion retailers. If you would like to get involved or attend the wardrobe, contact the team at Works for Us for more information.   Tackling the Digital Jungle (Without Losing Your Mind) Ever feel like you need a PhD in Password Recovery just to book a doctor’s appointment? You're not alone. These days, even the simplest tasks - contacting your council, applying for a job, or emailing a CV - can feel like a digital obstacle course. The good old phone used to be our lifeline, but now it's all "press 1 for this" or "go online for faster service" - easier said than done when the website needs you to create an account, remember your password, upload a file (in the right format, of course), and maybe even prove you're not a robot. So what can you do when it all feels too much? Here are a few tips to keep you sane and steady:
At Works for Us, we offer gentle, supportive digital skills courses for all levels - from total beginners to those wanting to brush up and grow. Whether it's logging in, sending an email, or understanding spreadsheets, we go at your pace. You’re not alone in taking the first steps - we run small group courses and support 100's of people each year. Want some support? Reach out to Stuart at 📞 07852 963744 📧 [email protected]  I recently asked some friends their views on interviews and recruitment. They are all senior managers in a variety of businesses with great experience at both interviewing & being interviewed. They’ve all kindly answered in a personal capacity, so with a quick change of name, allow me to introduce the panel:
Over the next few posts I’ll share their views. In our interview courses and coaching sessions, we frequently hear people saying that they haven’t got the exact skill set out in a job description so I asked… “Skills or Attitude - which matters most?” The panel were unanimous on this one, with Gloria saying "Attitude! There is lots we can teach but we want people who live our values. People who are curious, take care, act courageously and have pride in what we do.” Mary agrees “Always attitude. There are of course roles where you really need the skills, but not at the cost of attitude.” She adds some advice for interviewers too “But importantly, this isn't the euphemistic 'culture fit' which limits diversity. It's important to recognise the attitude you want doesn't wear the same clothes every time.” Matt continues that theme “Personally, I go with attitude. Obviously if the job is specialist then a certain skill set needs to be in place but if you are able to offer training to the individual that will mean they can do the role, then if they have that attitude or appetite to learn and you can see they will fit into your team, then they are worth a shot. Some of the best people I’ve employed have had zero experience of the role but they learnt everything we taught them and blossomed as a result becoming great at the job and earning advancement as they progressed.” Tony is also happy to take that risk “In my view skills are important but attitude is critical! That doesn’t mean that you would employ someone with no base skills for the role but I would much rather take a calculated risk on someone with less skills but a great attitude – that is something you can’t teach someone.” He also offers this advice to any recruiter “ Recruit an attitude, train on skills.” In further discussion, all of the panel emphasised that not only had their companies recognised the need & invested in training, they were proud of the development they were able to offer. Created by Ian Nicholson  We’ve all done it. Just after doing something that we’re pretty proud of – like going for a morning run, taking a great photo, deciding to apply for that new job after all – we sit down to reward ourselves with a cup of tea and a cheeky biscuit, and a quick scroll through the social networks. Before we’ve even had a chance to double-dunk, we notice that someone’s taken an even better photo, oh and look, they’ve just moved into their massive new house, and yep, there he is, been at the gym since 6 am and just set a new PB. Within seconds you’re regretting having a biscuit, you're a bit disappointed with your photograph and you’re never going to get a job that will pay enough for you to buy a house as nice as that one. The sense of satisfaction you felt before you picked up the phone has gone. And feelings of frustration and anxiety are starting to creep in. This is an extreme example of course, but it’s not too far removed from what actually happens when we start to compare our achievements to those of others. The thing is, while you’re focusing on what other people are doing, your time and energy are being sapped away and wasted on thoughts that only take the shine off what you have done well. How to stop comparing yourself to others See and feel grateful for what you have I don’t mean you should start hugging your toaster. What I mean is that it’s impossible to feel happy with what you have and who you are unless you celebrate it. Notice and record what you have, what you’ve done, what was good no matter how small, at the end of each day. It doesn't need to be a long journal that you pour your every thought and feeling into, a list of expanded bullet points work perfectly. The key is to acknowledge what you have and be grateful for it. Evidence folder Don’t leave it until you need to write a CV to start taking note of what you’re good at. If self-reflection doesn’t come easily try starting with something broad like - ‘I’m good with numbers’ and then try breaking it down. For example, being good with numbers could mean that you can identify trends in data, which your boss used in the presentation, that convinced his boss to increase the budget, that means… you get the idea. The important thing to realise is that every step of a process is as vital as the next. So, keep track of everything you do well, big, or small, and when the next opportunity comes you’ve already got the evidence you need. Also, when you get positive feedback print it out, write it down and feel that. Don’t deflect it. Be kind to yourself. Take notice of the language you use when talking and thinking about yourself. Phrases like ‘I’m such an idiot’ or ‘I’ve always been rubbish at that’ are not helpful and generally not true. Think about how you would feel or respond if you heard someone talking like that to people you care about. You are in charge of your narrative. Make it a good one. Finally, be aware of influences around you (friends, family, social media, co-workers) and how they affect your outlook and confidence. Learn to recognise when you need a break from those influences – maybe skip drinks with friends this week, mute some people on social media, or get out of the office for a walk at lunchtime. And if that seems like it would be difficult remember that friends will understand, social media probably won’t notice, and there’s fair chance your co-workers feel the same. Take the power back. Finally, be aware of when is a good time for you to be on social media. Limit your time on there and familiarise yourself with ‘mute, delete, unfollow and block’. If it doesn’t inspire you, entertain you or motivate you then question why you're still scrolling. Created by Katie Teesdale-Ward Kudosity  In 1978 Suzanna Imes & Pauline Rose Clance1 published their latest work and the term “Imposter Phenomenon” entered the language. Over time this became the more commonly heard, but perhaps more pejorative, “Imposter Syndrome”, subtly moving the meaning from being something that happens to being something that’s wrong with someone.
So what is it? At its simplest it’s an internal belief that you’re not up to the task, or as good as others think you are. You maybe feel that you’re flying by the seat of your pants, making it up as you go along and it’s only luck that got you this far. One day, you’re certain, you’ll be found out. In practice this can appear in many different ways and in 2011 Dr Valerie Young2 described five main behavioural types
In the meantime, remember, some level of uncertainty, especially in a new environment, is normal. Thinking about how you’ll do something, needing to learn or making a mistake doesn’t make you an imposter. Asking for help, helps you perform better, it is not a weakness. 1 The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Pauline Rose Clance & Suzanna Imes 2 The Secret Thoughts of Successful Women: Why Capable People Suffer from the Impostor Syndrome and How to Thrive in Spite of It Dr Valerie Young 3 Stop Telling Women They Have Imposter Syndrome Ruchika Tulshyan & Jodi-Ann Burey You’ve got an interview, congratulations – it means the employer likes what they’ve read or seen so far and want to know more about you. Although they can be a bit daunting, here’s a few tips to help you interview to your best.
And, finally, try to remember that the interviewer is a human being too & that at some point they’ll have been in your seat. They know what you’re going through. The events of the past year have led to many of us re-appraising what we want to do for a living. Whilst for most the need to find something new is not from choice, it still gives an opportunity to think again about what is wanted from a job.
Whenever I’ve been asked for advice by people looking for a new role, I’ve suggested stepping back from saying “I want to be a...” and instead think about what the role contains rather than what the job is called. To start, think about the things that interest, excite and motivate you. They don’t have to be work related; they just need to be the things that get you out of bed in the morning. Our Confident to Work course can help you discover these likes and dislikes. That is the easy bit, but then you need to think about why and sometimes you need to ask why a few times until you get to the underlying reason. For example I like talking to customers. Why? I like it when they ask for help with a problem. Why? I like the personal challenge to fix things. It may take more than one “why”, but it shouldn’t take more than five (“The Five Whys” is the subject for another time!) You should end up with a list of the things that make you tick, and you’d want to form the core of any role. Next think about the tasks that turn you off. You don’t need so much analysis here but try and divide them into two lists; 1) The things you’d avoid because you’re not very good at but would like to learn. 2) The things you’d avoid because no matter how good you might be, you just don’t want to do them. Armed with your three lists, you should look for a role that delivers as much as possible of your first list, a smattering of the second and as little as possible of the third. If you land the job then you’ll be somewhere that interests you, has a core of skills you can already do and the chance to learn more. It’s maybe true that there is no perfect role, but by focussing on finding one that speaks to your inner being and plays to your best skills then you’re giving yourself the best chance to find it. So, if you’re reconsidering what you want to do, whether by choice or not, why not take the time to find the best fit for you in whatever the post-pandemic world becomes? For more information and support in this very topic contact the team at Works for Us. Created by: Ian Nicholson, Technical Support and Mentor @ Works for Us You’ve filled in the application, you’ve sent off the CV, but what happens next?
Usually an employer is going to have many many more applications than they have positions, so the first thing they’ll be doing is a paper sift to get down to the half dozen or so people they’ll actually invite for interview. So what’s in their mind when they are sifting? Obviously they’ll be wanting someone that actually wants the job and has the skills already, or can demonstrate the ability to learn. But what else do they want? Speaking from experience, I want it to be easy to see those things, I’ve a lot of CV’s to get through! The personal profile is where it all starts, it needs to sell me the picture of the applicant - what they are, why this job is right for them & why they’re right for the job. Hook me in, but make sure any claims can be backed up later in the document. From there I’m asking three things when I look at the job history:
written by Ian Nicholson - experienced employer and volunteer for Works for Us. |
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Works for Us is part of Citizens Advice Milton Keynes, a local charity providing advice, guidance, and support to local people about the issues affecting their daily lives. Citizens Advice Milton Keynes is the operating name of Milton Keynes Citizens Advice & District Bureau Limited, a company limited by guarantee and a Charity registered in England and Wales number: 800012.
Company Registration number: 2265182. Authorised and regulated by the Financial Conduct Authority FRN: 617670
Registered office: 8b Clarendon Drive, Wymbush, Milton Keynes, MK8 8ED
Company Registration number: 2265182. Authorised and regulated by the Financial Conduct Authority FRN: 617670
Registered office: 8b Clarendon Drive, Wymbush, Milton Keynes, MK8 8ED