Q: I recently had an interesting issue come up with a recruiter. A recruiter claimed that there is a new MA state law that requires all employers to verify the current/previous salary of all new hires. He claimed that this is to ensure people get a "fair" salary. I did some research online and found nothing. I have a strong feeling that this is just a negotiation tactic used by some recruiters to probe for low salaries. Does such a law exist?

A: You have good instincts! As of this writing, there is no Massachusetts law which requires employers to verify the current or previous salary of an applicant in order to ensure that the applicant receives a “fair” salary in his or her new position (or for any other reason). However, many prospective employers can lawfully ask applicants to provide their salary histories and may seek to verify that information directly with the applicants’ prior employers, through independent research or hiring a third party to conduct a background check. A background check could include verifying a candidate’s salary history, educational records, credit history or criminal history.

I consulted Jeffrey Dretler, a partner in the Employment Law Group at Prince Lobel Tye LLP. Dretler offers, “When an employer engages a third party to gather this type of information, the inquiry is governed by the federal Fair Credit Reporting Act and requires the employer to obtain the applicant’s advanced written authorization. If the employer contemplates making or does make a decision not to hire the applicant based on information contained in what is referred to as a ‘consumer report,’ the employer must provide the applicant with a copy of the report, notice of his or her rights, and a reasonable opportunity to explain or correct any errors in the report.”

Dealing with a candidate’s compensation can be a challenge. As a candidate, you can choose to not share your salary history with a recruiter. However, if you do respond with false information and the employer later discovers that you intentionally supplied false information, your sharing of false information could constitute grounds for termination of employment.

You have touched upon an issue that has attracted a bit of attention recently, which is the balance between an employer’s interest in screening prospective candidates and the candidates’ right to privacy. For example, some employers are requesting applicants share their passwords or log-in information to social networking websites such as Facebook or LinkedIn in order screen the applicants’ connections or conduct. Dretler warns, “Employers should think twice before adopting such practices. Maryland recently became the first state in the country to make such an inquiry illegal and similar legislation has been proposed in Massachusetts. Even without specific legislation, such a practice could constitute a violation of the candidate’s statutorily protected right to privacy, although no Massachusetts court has yet ruled on the issue.”

Q: I have been out of the workforce for the past 5 years. I have 20+ years of education and was a small business owner. I am overqualified for entry-level positions and have been turned down for employment at several major retailers. My past work experiences were in real estate and finance. But I want to start a new career in the food or the fashion industry where I feel that I can express my creative talents. I am willing to start from the ground level. How do I find networking events or career coaches who can guide me and help me getting hired?

A: Congratulations on asking some very good questions. Let’s tackle the networking events first. You should begin by perfecting an elevator speech. When a colleague, friend or neighbor asks what you are looking for, you should be able to summarize your background, skill set and your aspirations. This is easier said than done but it a worthwhile exercise to draft, perfect and rehearse this pitch.

For networking, consider the following:

1. Connect with friends, colleagues, alums from your past and present. Linkedin makes it easy to do. Join groups on Linkedin. Join a few with a food or fashion focus.
2. Check out www.meetup.com. This is a site which coordinates events for people with common interests. I visited the site and found several area groups with a variety of interests within food. For example, there are groups with interests in natural foods cooking and ethnic dining.
3. Re-connect with the colleges and universities you have attended. The career center and alumni relations offices could be helpful to you.
4. Schedule coffees, lunches, etc. with colleagues and friends. In-person networking is invaluable.
5. Never say no to an introduction. Often when you meet with a contact, that contact will refer you to another contact. Contacts are valuable. Never say no.

The Association of Career Professionals International (www.acpinternational.org) is a good place to start when searching for a career coach. There is a “Find” feature on the website and you can enter basic information and find matches that might be appropriate for you. Always ask a few key questions before hiring a career coach. First, ask about their background, qualifications and experience. You should interview them. Make sure that you feel like you could build a productive relationship with this coach. Second, ask how they are paid. You want to ensure that you understand this information in advance. Third, what is their process or approach? Finally, check a few references.

My husband and I will be relocating out of state, and I will be seeking employment there. Our relocation time frame is between 18 months and 3 years, sooner if I get the right opportunity. We already own a home there, and our mail is being forwarded from that address until we move permanently. Because my search could take a while due to the current job market, I want to start filling out "job interest cards" with various employers, to be notified when certain positions become available. The notifications are supposed to come by e-mail which is not a problem, but they want other contact information, which brings me to my question: when I fill out these job interest cards, which street address do I use? I want to be honest, but I also do not want a potential employer to discount me because of an out-of-state address. The on-line form has space for just one address. You cannot attach a cover letter/resume, and there is no room for a note/comment. Any advice or insight you can provide will be appreciated. Thanks so much."

G. B., Springfield, IL

Because you already own a home where you want to locate, you can legitimately use that address when you fill in the job interest card. You are being honest with the prospective employer. As long as you are being honest, you are on firm ground. You have a home in that area, and, if necessary, you would be able to accept a job offer and be at that location ready to start work. In no way are you attempting to pull the wool over a prospective employer’s eyes.

In this online age, job seekers are no longer limited to a local search. There’s a fair chance that applications will come in from across the country. However, if a company uses the interest card as a way to pre-screen applicants local to the area, it would be to your advantage to use that address.

A person would have a problem providing a local address if he didn’t own or rent a home in the area he wished to relocate to. Then he would be creating a fake address or using a PO Box in an attempt to show he had roots in the area when he really didn’t. In that situation, the only appropriate course of action is to use his current address.

Providing a “local” address in an area where you don’t actually own a residence is really a white lie. Once you get caught in it—and it’s really not a matter of if you’ll get caught, it is when you get caught—correcting the situation is much more difficult than simply having been honest in the first place.

Good luck in your job search.

Q: I recently applied for a senior-level engineering role. Before I met with the hiring manager, the receptionist asked me to complete an employment application. I have not completed one in many years. Usually I just share a copy of my resume. Is this a new trend?

A: Resumes are helpful in understanding a candidate’s background, skill set and work history. A resume can also give an interviewer some perspective on the candidate’s organizational skills, writing skills and attention to detail. I view resumes as an advertisement for a candidate. The candidate is allowed to decide upon the content, the layout, the paper and even the font of the resume.

The employment application requires all candidates to provide the same information so it is easier to compare candidates. It also asks some questions which probably will not be addressed on the resume. As an example, an employment application may ask the reason for leaving for each job in a candidate’s work history. Usually a candidate would not provide this information on a resume.

Perhaps more importantly is the “fine print” on the bottom of an employment application. There is often language at the bottom of the employment applications which says that as a candidate, you have provided information that is truthful and complete. An example will help illustrate my point. If you were a candidate and were fired from a job in 2009, you may not include that on your resume. However, you must include that in the employment application. If you don’t fully disclose your background on an employment application, you could be terminated if this misinformation is ever discovered during your employment with the company, regardless of when it is discovered.

Finally, make sure that your resume, your employment application and your LinkedIn profile are all similar. Any glaring differences can be a concern.

Q: I recently interviewed for a job on a very informational basis. I met with the department manager who is trying to get the new position added to his team in early 2012. I was referred to the department manager by my brother-in-law who knows this guy through professional channels. My brother-in-law asked me how the interview went and I told him I thought it went very well. My brother-in-law asked me if I sent a thank-you note or email to the guy after we met. I didn’t send a thank-you note because it didn’t really feel like a formal interview. The department manager took me to lunch but we only talked about the possible role for about 30 minutes. The rest of the time we talked about sports, changes in our field and our families. My brother-in-law is now clearly irritated at me and insists I should have thanked this guy with a note or an email. I think a handshake and a verbal thank-you right after the lunch were fine to thank him. What is the protocol for sending a thank-you note? In the past, I have sent thank-you notes but only if there was a “real job” at stake. My brother-in-law and I agreed to send this to this column and you would tell me if I should have sent a thank-you note (or email).

A: There is nothing like a good family dispute to spice up holidays, cookouts and other family gatherings! However, I might disappoint you with my response.

I agree with your brother-in-law. In fact, I would probably push it one step farther. I think you owed a thank-you note/email to the department manager AND your brother-in-law.

Let me explain, starting with your brother-in-law. Your brother-in-law became aware of a possible job opportunity that might be of interest to you. You want him to continue passing these job leads to you. A quick email, saying “Hey, thanks for the heads up! I appreciate you forwarding me this contact. I will follow-up with this guy and keep you posted.”

You should have absolutely thanked the department manager in a more formal way. For some companies, a note (via mail) is still the expectation. For many companies, a quick email would have been perfectly acceptable. It sounds like this department manager treated you to lunch (this is my assumption) and then talked with you about a possible opportunity as well as other common interests. He took the time out of his day to meet with you in person, probably because of his relationship with your brother-in-law! Anytime another individual meets with you to talk about your career or an opportunity for you, then a thank-you note should be sent.

I've been filling out applications for jobs and have no idea what to put for a job I had during the summers of 2007 and 2008. My boss passed away since I worked for her, and no one else at the company would really know me since there is high turn over. What do I put on applications when they ask for previous job/supervisor? For anyone who does hiring, does it look bad to write down a boss who did not know me? My fear is that a prospective employer will call this person and they will not know who I am. Does that look bad to a prospective employer?"

A. S., La Crosse, WI

No, prospective employers are aware that the current people at a business where you were employed four or five years ago might not have first-hand knowledge of you. Career changes and staff turnover are a fact of business life. It’s important for you to realize that you are not responsible for the fact that your boss from four years ago has since died and that people currently at that company might not know you. What you are responsible for is to provide accurate, truthful information about your past employment.

What alternative do you have: not to report that job on your application? Not a good choice. Doing so causes two problems. First, it creates a hole in your employment history that you may be asked to explain if you get asked in an interview. Second, by having left the information off the application, it gives the impression that you are evading reporting the job. The result: You look less than truthful. A prospective employer is not going to be very interested in you as a candidate if he doesn’t think you are honest.

On the application, in addition to the name of the company, dates of employment, and duties, add the name of the boss for whom you worked. You also can put the name of the person presently in that position, if you know it, and indicate that your boss has passed away. That’s being accurate and truthful. You worked there for two summers, and you deserve to be able to have that work as part of your employment record. Also, while that business may not currently have people who know you personally, it does have employment records that can verify you did work there.

At the end of any employment, it’s a good idea to ask your manager or boss for a “To whom it may concern” letter of recommendation, spelling out your duties and how well you performed them, as well as something positive about you as a person. Keeping these letters as supplements to your resume can negate the situation that you find yourself in now.

Q. I worked in Security Management for nearly 40 years. I am 65. Last year, after working 14 years in the global pharmaceutical industry and 19 in healthcare, I found myself on the "beach" with the tide coming in. I could kill a forest with paper and cyber messages. I am now taking a certificate course in "Business Continuity Planning" (Crisis Management) at Penn State, Grad School. I would like to work more. Any hope or suggestions?

A. There is still hope, and you are not alone. A growing number of people over 65 are continuing to work, or to look for work. Much of the current research on older workers shows that those most likely to remain working fall into two distinct groups in terms of their educational background – these groups are 1) the most educated and 2) the least educated. The Carsey Institute, a public policy research group at the University of New Hampshire reports, “older Americans are staying in the labor force longer. When this change first became apparent, it was unclear whether it would be a temporary halt or a reversal of the…decline in work at older ages.” Recent data reported by Carsey and others, suggests the current economic recession may be the most important reason for those over 65 to remain active in the workforce.

The challenges facing an older worker include the current competitive marketplace, organizations’ inexperience and inflexibility in dealing with non-full-time work, and an age bias. Some might think it feels like discrimination, and that is where an effective job hunter may be able to use age and experience to his or her advantage.

Your resume needs to show your experience, but eliminate extraneous detail from your earliest jobs. Show progression, flexibility, and additional responsibility added to your roles. Make sure you have a current email address, and do not list a fax number. These are telltale clues to hiring managers about your technology currency.

Most importantly, on the resume summary and in all your networking, focus on the skills you want to use on the job – not titles. With a security background your summary might include “exceptional communication skills, consultative approach, ability to anticipate and prevent security issues.” At junior levels, job seekers must highlight their technical skills. At more senior levels, hiring managers are looking for interpersonal and leadership skills – even if the role is not that of a formal “leader”.

There are many web sites available to senior job hunters. Some of these sites list jobs; seniorjobbank,com, workforce50.com, retireeworkforce.com. Other sites offer job search tips, suggestions for resume development, and interviewing answers – aarp.com, for example. Follow the tips of giving a current presentation in terms of attire, and also in terms of use and comfort with technology. Give resume and verbal examples.

Targeting the right opportunities and people with whom to network will be the most effective method of job search success for any age, and especially for those over 65. Don’t wait for a job listing to be posted. Follow your contacts in the security industry into as many different organizations as possible. Target tangential new industries who would appreciate the experience you have. Have you considered higher education – a medical school perhaps? Consider companies who consulted to your former employers. Let people know about your flexibility in terms of availability. You might offer your interest in project work, or developing training or mentoring programs, or management related to special events. Anything you can do to connect on a part time basis may lead to a longer term relationship, and more hours. Find your differentiators, like your continuing education investment, and play them up. Have you added the faculty to your network? Everyone you meet should be considered a new field sales person to support your success.

Q. I recently quit an accounting job that I had for 6 months. The work was overwhelming and my supervisor wanted me to only work a certain amount of hours. I was so stressed out that I made mistakes because I was so tired. I finally made a mistake that had me written up. The next day, I decide to resign without notice. I felt as if it were better for me to resign before things got worse. Before this job, I had great tenure at other companies: one for 5 years and another for 3 years. My 6 month stint was in a new field. How do I explain to potential employers that I left after 6 months without notice?

A. Not every work situation is a perfect match, and dealing with a difficult job, challenging work, or a supervisor who may not be supportive is part of the world of work. How you choose to deal with each aspect of a situation like this is your choice. You may find that dealing with issues on the job as they arise early on can lead you to a better outcome.

Making a decision to leave a job should be given as much thought as taking a job. It sounds like you hit the wall and had no energy to take a step back and assess the situation, or take the time to find a new position first. When an employee finds themselves in what feels like a no win situation on the job, it is time to try to review in writing. There are a series of questions you need to ask so that you have a clear view of where you are and where you need to get. Ask and answer what is working, and what is not; ask what additional support you need to be successful on the job, and realistically answer if that support is available to you; ask if you have the skills you need, and if you can dedicate the time and energy needed to do well.

The answers to these questions prepare you for a conversation with your boss. First, make sure you know the outcome you are planning for, and next, be prepared for any outcome. In your situation, you knew you wanted to leave. We’ll assume you had come to that conclusion because additional support was not forthcoming, and you did not believe you could be successful on the job. The conversation might have gone like this, “I know we have talked about this job before, and mistakes I have made. I don’t believe I can be successful at this job, the way things are, and this is too stressful for me, and probably for you. I’d like to discuss the options.” You are opening the door to discuss leaving which is what you will do, but you might end up being offered transition time, while they looked for a replacement, or even severance. If you were asked what options you were thinking of you might say, “I want to help you in any way I can, and I am hoping you can do the same.”

Giving notice will help you get a good reference, which can help you get your next job. At this point, tell your potential employer you were in a no win situation which didn’t look like a mutually agreeable separation would work, so you had to leave, and that what you learned is to communicate about the job with your manager early and often

Q: I'm changing careers and am looking for higher income employment without having to attain tons of additional education.

A: Where do I begin? Well, let me start gently. I think you have unreasonable expectations.

Very often employers pay for relevant experience. If you change careers, you may have to re-set your compensation expectations. First, you will likely be in a new and different role. Second, your industry may have also changed. These factors may impact your compensation.

We all would like to earn more without having to “attain tons of additional education.” Education is important. A Bachelor’s degree is almost expected in most professional-level positions, especially in Massachusetts. A Master’s level degree is a plus for many industries, especially knowledge-based industries like biotech, higher education or professional services.

A recent report by the Georgetown University Center on Education and the Workforce entitled Hard Times, College Majors, Unemployment and Earnings: Not All College Degrees Are Created Equal is a worthwhile read. Recent college graduates are facing a tough employment market. The unemployment rate for recent college grads is hovering just under 9%. However, for those job seekers with a high school diploma the rate is 22.9% while for high school dropouts the rate is 31.5%. To review this report, visit http://cew.georgetown.edu/unemployment.

A college degree is still important but this report contends that not all college degrees are equal, especially with respect to employability. As an example, graduates with an architectural degree are facing an unemployment rate of 13.9%. However, recent grads in Engineering, the Sciences, Healthcare or Education are seeing lower rates of unemployment, closer to 7.3%. Those job seekers who have earned a graduate degree fare even better, facing a much lower overall unemployment rate at 3%.

If you hold a Bachelor’s degree and are looking to switch fields, a certificate program may be a viable option. As an example, if you have an undergraduate degree in business and hope to enter the field of web design, I would suggest considering a certificate program rather than an additional degree.

Q: I don't understand the reason why some potential employers would check a candidate’s financial background. It doesn't make sense to me. People need jobs to be responsible for their financial state of being.

A: Your question is valid, particularly in this challenging economic climate. There are legal issues and limitations associated with requesting a financial background check on a candidate. However, there are some legitimate reasons why some employers conduct financial background checks on final candidates. In several states, there is recent legislation that limits the use of such information.

Employers conduct financial background checks on candidates for a variety of positions but most often for roles in schools, hospitals, financial institutions, airports or the government. One of the reasons is simple. The employer wants to minimize any risk associated with hiring a new employee. The rationale is that a candidate’s financial background should be a factor in the hiring decision. The concern is that if you hire an employee with a precarious financial history or a large debt, this employee may be more likely than other employees to engage in fraud or embezzlement. Or this employee could be vulnerable to bribery or undue influence by others.

I contacted Jeffrey A. Dretler, a Partner in the Employment Law Group at Prince Lobel Tye LLP. Dretler explains, “Using financial background checks as part of the hiring process is governed by a federal law called the Fair Credit Reporting Act (FCRA) and various state laws with which employers must comply. Usually, an employer does not conduct the check itself, but engages a third party who specializes in gathering such information. The background check is often referred to as a ‘Consumer Report’ and the third party which conducts the check is referred to as a Consumer Reporting Agency. The FCRA requires an employer utilizing a Consumer Reporting Agency to conduct a financial background check to obtain a candidate’s authorization before doing so.” Under the FCRA, the employer must provide the candidate with a notice of the rights available to them. Lastly, the employer must provide the candidate with a copy of the final report, and must notify the candidate if it intends not to hire the candidate based on information contained in the report. The candidate should be given a chance to clarify or explain this information because, although rare, mistakes can occur.

Dretler offers, “Recently, in response to the economic crisis, a number of states (e.g., California, Connecticut, Hawaii, Illinois, Oregon and Washington) have enacted laws which prohibit an employer from making an adverse hiring decision based on a candidate’s financial situation, except in certain limited situations such as applications for positions with financial institutions, state-approved credit unions, investment advisors registered with the Securities and Exchange Commission, certain managerial roles, positions with access to highly confidential data, and positions where federal law requires a company to examine credit history data.”

During a recent seminar at a college, students wanted to know whether or not their Facebook page impacts them in their job search.

The short answer is: yes, it does impact you. Everything you do or have done can impact you. The Internet, especially Facebook, has simply made it easier to look at you as a whole person.

Companies want to know as much as possible about applicants before they make a final choice. They know your skills from your education and your past work experience. What they don’t know as readily is what you are like as a person. Will you fit their corporate culture? Is the “you” you presented in an interview accurate and trustworthy?

Social media offers important glimpses into you as a person: How you present yourself; what you say about yourself; what images you show on your page. Do you talk about your work life? If so, what do you say and how would it sound to another person?

What other people say and show about you are equally important. Photos in particular can make or break you. I know of one young gentleman who was asked in for an interview. The interviewer requested they visit his Facebook page together. The young man was embarrassed to see a picture a friend had posted and tagged with his name. He had fallen asleep on the beach and his friends had thought it would be a good joke to surround him with empty beer bottles, take his photo and post it. Clearly not the image he wanted to present.

Before beginning the job search, take time to review the content on your pages. Even better, have others review it for you to make sure you are presenting yourself in the best terms possible. It’s better not to hide parts of your image through privacy settings but instead to keep your page clean in the first place. You want to be okay owning everything on your page should people you aren’t friended with see it.

Check regularly for information or photos that others may have posted about you. If you find a photo in which you are tagged that makes you uncomfortable, contact the person who posted it and request, firmly if necessary, that they remove the photo. At the very least, untag the photo so it doesn’t come up in any searches of you. Checking this once isn’t enough, especially during the job search. Do it regularly, and again just prior to any interviews, so you can be sure your image is the best it can possibly be if an interviewer wants to look at your page with you. It’s okay to have a personal life, but your personal life shouldn’t be so incongruous with your work life that people question your trustworthiness or judgment.

Q: My situation seems complicated to me, let alone an employer! I left a position as a legal secretary in 2008 for an office manager position. That position did not work out and I was let go after about four weeks. From November 2008 to the present, I have been unemployed. However, in December of 2010 I underwent surgery which necessitated a long recovery period that I hope will end very soon. My most recent salary was $65,000 and I was at a fairly high level administratively. Do you have any advice on how I can address these issues concisely in an interview? Also, what approach should I take regarding my illness? Should I seek a position at the same level that I left? Thank you for your help.

A: Your situation is indeed a bit complicated but can be presented in a credible and positive way. Remember to focus on the positives and minimize the negatives.

First, let’s mention the positives. Think about your professional background and where you have enjoyed success. You don’t need to give a lot of detail regarding your surgery. Instead focus on the present - you are ready, willing and able to return to the workforce.

You have been unemployed for a prolonged period of time. This period of unemployment will no doubt raise a yellow flag for a potential employer. Of course, your surgery was a factor. The economy is also likely a factor. However, the focus should be on what you can deliver to the employer.

Regarding your compensation requirements, you are in the same boat as many others right now. Some of my colleagues call this the “new normal.” Many employees were earning very competitive wages in 2006 and 2007. Then 2008 hit and there has been a correction in terms of compensation. I think you may need to be flexible. Look at any offer you may receive in a holistic way. Don’t just focus on the base salary. The benefits, the commute, the work environment, the company’s mission and the work responsibilities are all important. Also, don’t overlook temporary and/or contract roles. These roles often convert into full-time roles.

Your elevator pitch might sound like this:

I worked for Smith, Brown and Jones, LLP for almost 10 years. I worked for three partners. It was a challenging and exciting role. In 2008, the law firm suffered because of the economy. I left the firm for an office manager role at ABC, Inc. Unfortunately this role was not a good fit. In December, 2010, I had some surgery. I used much of 2011 to recover. I received a “clean bill of health” from my doctor and am ready and eager to return to the working world.

Q: When you are applying for a job where you have to send an email with your resume and cover letter, what do you say in the actual body of your email?

A: Technology has certainly changed the job application process. Very often candidates are required to complete an online application. Or an applicant must submit a resume and cover letter via email.

Sometimes a job posting or advertisement will direct you what to include in a subject line. It might be a job number or the title of the job. If no specific instructions are given, I suggest referring to both the job title and your full name (e.g., Credit Analyst - Jane Anne Smith). What is critically important is to follow the company's instructions. If the company has requested that documents be sent in a certain format, send them that way. If the company has requested all resumes and cover letters be submitted by a deadline, email your information before the deadline.

There are two different approaches with submitting a resume and cover letter via email. With the first approach, you can cut and paste your actual cover letter into the body of the email. This can be helpful to the interviewer since they will have to click and open fewer attachments. However, some employers (especially more formal companies) will view this negatively. A company may not consider this a "real" cover letter. Sometimes when your cover letter is embedded in the body of an email, the formatting is not ideal and then the printed version is less than attractive. If you choose to cut and paste your cover letter in the body of the email, it should still be professionally written and free of errors. This approach is probably acceptable when applying for many positions, especially for smaller, entrepreneurial companies or when a company does not request a cover letter.

The other option is to attach both a cover letter and a resume as separate documents to your email. This requires a bit more work for the receiver but it fully complies with a company's request to submit both a resume and a cover letter. If the receiver plans to print the documents, there will likely be fewer formatting problems and both documents will appear more polished in printed form. The "two attachment" approach is probably best for senior-level positions or when applying to larger, more formal companies or when a company specifically requests a cover letter. In the body of the email, you can explain what documents are attached and also highlight any special qualifications or differentiators about your background. It is also a good idea to reiterate your contact information.

One tip that is a simple yet often overlooked detail is the title of an emailed resume. Use your first and last name rather than "resume2011" or something similar. It makes you easier to find.

Lastly, make sure that your email address is appropriate and professional. Ditch the racy email addresses. These type of email addresses send a message and not a good one.

Q: I am in a stable job (as stable as employment goes) but am considering moving for higher salary and better advancement prospects.

Given the world wide economic situation, and in particular the looming US budget threat, is there a high risk in moving into a new job now?

A: When I read your question (and re-read your question), initially I could only reply with one question: "Where is my crystal ball?" Unfortunately, I don't have a crystal ball. I wish I did! I will have to talk with my editor at www.boston.com about that request!

Stability in a current role is valuable right now. I know many unemployed individuals who would likely view your current situation with envy. There is always a risk when you change jobs and/or companies. However, sometimes these risks can pay off.

However, many professionals often “keep the door open” in the event another opportunity presents itself. It is a smart tactic. We live and work in uncertain times. No one can predict the future. However, you can proactively prepare yourself should you encounter uncertainty in your current role.

You raise a related and important topic. Successful job hunters often have a robust and active network EVEN before they launch a job search. What do I mean? Be smart by growing your professional network each and every day, not just when you are job hunting. Become active on LinkedIn. Connect and re-connect with colleagues both on-line and in person. Ensure that your skills are current. Dust off your resume and look at it with a fresh eye. Does it represent you well? If not, consider giving it a tune-up. Use social media to broaden your network and reach out to new contacts or associations. Never say no to an introduction within your field.

Now about getting my hands on that crystal ball...

Q: I am currently in my first year of nursing school. I think I would be more interested in exploring biochemistry careers. I have been told that, unless I attend medical school, that this major is limiting. I see lots of biotech companies hiring recent grads with this type of major. What is your experience? Please don’t tell me I have to go to medical school. I would love to work in a research lab. What opportunities are out there? Is there a reasonable career path?

Thank you for your response.

A: You are thinking about fields which are expected to grow – which is a good thing. Graduates with a Bachelor’s in nursing have other opportunities outside of the traditional clinical role. Nurses can pursue opportunities in teaching, research or even pharmaceutical companies. The National Institute of Nursing Research website is worth exploring. Their website is http://www.ninr.nih.gov/.

According to the Occupational Outlook Handbook, 2010-2011 Edition, published by the Bureau of Labor Statistics, “Biotechnological research and development should continue to drive much faster than average employment growth.” Most scientists, working in research labs, hold undergraduate or graduate degrees in biochemistry, molecular biology, chemistry or a similar major.

David Bernstein, Esq., General Counsel and Chief IP Counsel of Providence-based NABsys, Inc., offers the following advice: “As a general rule, entry-level research positions are filled by individuals with backgrounds in specific areas of science in which the industry is focused. Examples include biochemistry, molecular biology, bioinformatics and relevant engineering disciplines. Additionally, many research positions require an advanced degree.” Bernstein continues, “You may want to consider transferring into a program where you can receive training in biomedical research, or taking additional science classes while you continue your nursing studies. Some biotech companies offer internships or co-op positions, and these can provide an excellent opportunity to gain experience and make important connections in the industry.”

From a recruiting perspective, I can share with you that most of the research roles that we have worked to fill for clients almost always require (or strongly prefer) a Master’s degree or higher.

Q. I have worked for a law firm in a small town for 6 years now, and I’m ready for a change. I have been looking for a job for almost a year now and just came across one I’m really excited about, but the new attorney is very good friends with one of my current attorneys. New guy says he would love to hire me, but he is afraid of harming his friendship with my current boss. We agreed neither of us would tell anyone, but we don’t know how to handle this so that everyone is happy. My current boss is “all business”, and I don’t think he’ll be heartbroken or all that surprised that I want to leave, but how can I be sure that he won’t be mad at his friend? Any thoughts would be greatly appreciated!

A. I., Asheville, NC

A. You’ll never be sure he won’t be mad at his friend, but that shouldn’t stop you from doing the right thing. The best route you and New Guy can go is to let Current Boss know what is going on. You’re fortunate that Current Boss is “all business” and is not likely to be upset with you or let the situation harm his relationship with New Guy. You should approach Current Boss ASAP and say something like: “Thanks for seeing me. As you know I’ve been here for six years. I have really enjoyed my time here and appreciate all you’ve done for me. Recently, I began keeping my eyes open for new opportunities, and one has turned up that whether it happens or not, you should know about. New Guy has an opening at his firm. I’m interested in it and wanted to be sure to tell you about it before you heard it from anyone else.” The key here is you want him to hear the news from you and not a third party source. If you just accept the offer from New Guy the cats out of the bag anyway, and you and he look like you were trying to hide something.

Your big mistake is agreeing not to tell anyone. It may have seemed like it was the best solution, but it really is a subterfuge. The problem with subterfuge—the white lie or anything else you care to call it—is getting caught is much worse than dealing with the situation in an honest way to begin with. Unfortunately, the time you really don’t want to get caught—the time the consequences will be very unpleasant—will be the time you will get caught. Best bet: Come clean right away so you can complete your work with Current Boss on a positive note, begin working for New Guy with a clean conscience, and give New Guy the best chance of maintaining his personal relationship with Current Boss.

Q. I am wondering what's the unspoken etiquette for applying back to the same company after being laid off. My girlfriend was laid off from a small start-up company, and the reason was the company couldn't keep her during this recession. Her boss/president told her that when the business picks up he would contact my girlfriend. This was 6 months ago.

Out of curiosity, I checked this company's website recently and found they are hiring. What does it mean that the former boss has not contacted my girlfriend? Her review shortly before the layoff was good, and I don't believe there was any animosity. Should I tell my girlfriend and encourage her to apply? Or does not being asked to return indicate that she is not welcomed, thus no need to waste her time and energy for it? We are getting financially desperate at this point.

Thank you so much for your help.

Anonymous

A. Yes, you should tell your girlfriend what you have learned, and yes, she should apply. The situation reminds me of the age-old adage: Nothing ventured, nothing gained.

At this point what you know is your girlfriend was laid-off six months ago. You also know she received a good review and didn't perceive any negative vibes while she worked there. And you have discovered they are hiring again. What you don't know is why they haven't contacted her, and you'll never know if she doesn't contact them.

Sometimes I think we spend far too much time trying to second guess other people's motives and end up torpedoing ourselves in the process. If your girlfriend simply assumes they don't want her to apply or work there, then she'll never know if her assumption is correct or incorrect. The only way she'll know is to apply. Really, what is the worst that can happen? She doesn't get the job. On the other hand, she may discover they really did like her and want her back.

Your situation is a good reminder to employers to act on what they tell employees. If an employer indicates they will remain in touch and let a person know when a job opening occurs, then they should follow up. By doing what they say they'll do, employers create a positive image of themselves and their company, and that can only help them both in recruiting and in retention. That said, I would give your girlfriend's employer the benefit of the doubt and not read anything specifically negative into the fact that they haven't contacted her. They might have simply assumed she's gotten another job.

Q. I am hoping you can help with a sticky situation related to temping. I took an assignment with an employer seven weeks ago whose end was contingent on the hiring of a full-time staff person for the position. I got the “have no expectations, this is not a temp-to-perm” speech my first day, and I was fine with that. But two weeks later my boss (the President) decided my resume had to be included in the candidate pool. I demurred at some length about conflicts of interest, but she pushed the issue. I interviewed. I am fairly certain I was not their selection, but have no concrete confirmation of this. In the meantime, time is passing, and I have other prospective opportunities in the works. And my kid needs to go to the dentist before school starts. Given that we’ve “crossed the streams” here, and that this is a profoundly touchy and emotional workplace, how do I ask for an end-of-assignment date politely and professionally?

TD, Pensacola, FL

A. Asking for an end-of-assignment date really has nothing to do with the issue of your job search. It has to do with having concrete information on which to base your next step in employment. When pursing your “other prospective opportunities” you need to know when your current work ends, so you can honor your commitment to your current boss and let prospective employers know when you’ll be available. Touchy and emotional do not matter, and it’s not that hard to find out what you need to know politely. Simply ask to speak with your boss. “Jane, thanks for talking with me. I asked to see you because I would like to establish a definitive end date for my work with you on the project.” You can even follow up by suggesting a specific date. “Would two weeks from today be sufficient time to wrap things up?” You can also use the conversation as an opportunity to seek closure on your application for the permanent position. You can either ask if a decision has been made, or, if you are convinced you really don’t want to work for your boss beyond your current project, you can explain that as your situation has changed (no further explanation is needed) that you are no longer a candidate for the position.

The bottom line here is: Don’t let your boss drive your bus. She’s not in charge of your employment decisions, you are. You’ve applied at her request and she hasn’t provided an answer in a timely fashion. In the meantime you have pursued other possibilities, and those may involve working with someone with whom you’d prefer to work. You need to know when you’ll be free to move on.

Q: I am in my mid-50s and feel like I am being discriminated against in job interviews. How do I show to a potential employer that I could outwork any 30 year old with the same skill set? This employment market is difficult but even more difficult if you have a few gray hairs. Please don’t give me legal advice, just practical advice.

A: Unfortunately, discrimination does exist. And it may be impacting you personally in this job market.

But let me offer some practical counsel on how you can move an interviewer from thinking about your age to focusing on your capabilities. There are stereotypes associated with more mature job seekers. A short list of some of those stereotypes might include:

- being inflexible or rigid
- having outdated skills or work style
- being slow to pick up new ideas, concepts or skills
- working more effectively in a traditional, hierarchical environment (rather than a collaborative, open environment)

Knowing that these are common stereotypes, how can you demonstrate that these misconceptions don’t describe you as a candidate?

1. Dress and accessorize in a current way. Leave your 20-year old suit home. (Or better yet, donate it!) Walk through an office park or office building and observe how professionals are dressing. There is some variation between industries for sure. Ask a trusted colleague for candid feedback on your professional dress. Be willing to accept it and adapt if needed. Carry yourself in a confident and energetic manner. A 2010 www.boston.com article on the topic might be helpful - http://www.boston.com/jobs/galleries/interviewdress2010/.

I recently had to accept some difficult criticism from a family member regarding my style of casual dress. On a recent daytrip, I was told, “Ditch the fanny pack. It makes you look frumpy.” Hmmm… that feedback was hard to take. However, I no longer wear the fanny pack!

2. Be able to demonstrate that you have current skills. Talk about current technologies and trends in your industry. Don’t remember and recall days of the past when mainframes, live operators and little pink message slips were commonplace in most business environments. Avoid comments like: “I remember using a typewriter!” Although experience is helpful, employers are also looking for forward-thinking employees.

3. Provide examples where learning a new skill or talent was exciting. Weave into your interview real-life examples from your work or even personal life which show that you are vibrant, enthusiastic and energetic. I have a 60-plus year old sister who has both a bike and a kayak. She is the epitome of good health and energy. If you have similar interests, mention them in a casual way. (“Oh yes, I know exactly where your office is located. I enjoy the bike trail that runs behind your building almost every weekend in the spring.”)

4. Share examples of when you worked in a high energy, collaborative and unstructured environment. (“When I worked at ABC Inc., it was a high energy and very casual environment. It was an incredibly fun place to work. There was a group of us who took night classes at XYZ College right down the street.”)

If you knock down early age-related assumptions about you as a job seeker, an interviewer is more likely to re-focus on your skills, capabilities and potential as an employee. Discrimination does exist, no doubt. Neither one of us can eliminate it in the employment market. You can, however, be mindful of the common stereotypes, and try to re-direct the focus to your professional work experience and capabilities.

Q: My daughter is looking to major in marketing when she enters college in the fall. I am concerned that she will graduate and be unable to find a job. Help!

A: The field of marketing has evolved quite a bit over the last 10 or so years. Technology has influenced this field dramatically. Your daughter should ensure that part of her curriculum includes the world of online marketing. Smart and successful marketers can drive and sustain a business. This is a critical role for any employer.

Most of my clients look for marketing professionals that have depth and experience specifically in online marketing. Yes, a marketer should still have strong written communications skills to write copy. And they should have some experience in design and layout. However, online marketing skills are hot and in demand. I expect that this demand will only increase over time.

What can your daughter do to ensure success (really a job!) upon graduation?

1. Learn as much about online marketing as possible. Enroll in these courses early. My guess is that these courses would fill up early.
2. Land an internship or summer job in marketing. This experience is critical.
3. Begin to cultivate a network of professionals within business and marketing.
4. Set up a LinkedIn account to further develop her professional network.
5. Become an active blogger. PG-13 or cleaner in terms of content. She doesn’t want anything racy coming back to haunt her when she puts her resume on the street at graduation time.
6. Use Facebook – use it …. but appropriately.
7. Twitter – start using it, again appropriate content only.
8. Learn about web analytics. Most companies want to see the results of their marketing investments.

I asked Perry Allison, VP of Marketing at BiddingForGood for her advice. Her advice: “Every company needs marketing folks of different disciplines. And the technologies that are driving marketing are evolving incredibly rapidly so it’s always fascinating and always changing.”

Lastly, we all have to enjoy what we do every day. If your daughter is passionate about marketing, this is a sound choice for her.

Q. I’ve been wondering about this question for a while. One of my colleagues left my firm a few years ago (maybe 3-4?) and asked if she could list me as a personal reference. I told her it was OK and willingly spoke with potential employers about her. Fast-forward to the current time, and she’s still listing me as a personal reference. I haven’t kept contact with this person, and I’m no longer comfortable being a personal reference. I’d appreciate hearing any hints on how I can relay that information to potential employers. I don’t know anything negative about this person, I just haven’t been in contact with her for a few years (and have no way of getting in contact with her now). Thanks.

J. C., Fairfax, VA

A. When all else fails, a little benevolent honesty goes a long way to solving a problem. Rightly so, as you have lost contact with this former colleague, your comfort level for providing a reference has diminished with the passage of time.

You have two options to solve the problem. Wait for the next company to call asking for a reference. Explain the situation to the caller, “Jim, while I’d like to give you some insight into Jane’s capabilities, the fact is I haven’t been in touch with her since she left ABC Corp four years ago. It’s been long enough since then that I’m uncomfortable answering your questions now. Would you please provide me with her current address so I can contact her to discuss this?” Or, you could contact the last company that called you and in a similar manner ask for Jane’s address so you can contact her. It’s important you make the effort to find Jane or you will continue to have to respond to companies seeking a reference from you about her.

As individuals build a network that includes people who are willing to provide references, it’s important to stay in touch with the people in the network. Do so not only when seeking a job, but also while you are on the job so your network participants know what you are doing and can speak about you from a position of current knowledge.

If, over time, you are still providing a person’s name as a reference, do yourself and the person the courtesy of re-asking their permission before simply providing their name as a reference. Otherwise you risk having the person tell the company he or she is no longer willing to give a reference, and that is not what you want your prospective employer to hear about you.

Q. I have recently started my own business and have business announcement cards to send out. I am a landscape architect, and I will be offering my professional services -- focusing on high-end residential architecture and design. I have accumulated a lot of business contacts from my previous job over the years including past clients, vendors, and other design professionals.

I have several questions regarding how to address the envelopes: Is it best to print the names and addresses on the envelopes digitally or by hand? I am usually very personal and hands on, so I would typically go with the hand-printed addresses, but I don’t want the recipient to view a handwritten address as unprofessional. Also, how do I address envelopes for past clients? These announcements will be sent to a home address. Do I include Mr. & Mrs. or is it better to leave the title off since this is a business related endeavor? If I’m sending to another business professional, do I include the name of the business first and then in care of or vice versa? With or without titles for the individual? Your help is greatly appreciated!!!!

A. D., Nashville, Tennessee

A. You’re on the right path. Because your new business is very much about you, the personal touch expressed by handwritten addresses on the business announcement envelopes is an appropriate way to go. I also think that hand-addressing the announcement plays into the recipient’s natural curiosity about what was important enough to warrant the effort of writing the address by hand. Finally, I see a difference in tone between a proposal or business letter and an announcement. All that said, it is important to remember that your handwriting represents you, and the image it conveys is important. Given that you are in the design field, I am assuming your penmanship is clear, strong and probably even has that look I associate with an architect’s writing. It’s amazing how many people comment to me, “My handwriting is terrible.” If that’s the case with you, then the printed envelope is the way to go. In any case, do not use printed labels, even the ones printed on clear backing, as they are less personal.

Address the envelopes using titles, first names and last names. If you know someone well, you can use the more familiar first name on a personal note that you can write on your announcement card or include separately. By the way, personal notes are a great way to engage the people you are sending announcements to. If sending the announcement to the home address of a former client, you do not need to include the significant other unless, of course, they are in business together. Finally, put the individual’s name on the first line and then the business name on the second line.

Q: My employer routinely recruits from the outside of the company, without giving internal employees the opportunity to apply for available positions. I am tired of it. I would like to know about internal opportunities before others find out about it. What’s your opinion?

A: In most cases, it is a good practice to encourage internal employees the opportunity to explore available positions within a company. After all, most company leaders would prefer to retain talent within the company structure rather than have that talent look outside the company. There are times when it might make sense to recruit for new hires outside the company though. Some reasons may be:

1. The employer wants to bring in a fresh perspective, perhaps even from a competitor.
2. The company feels like no one internally is qualified. This is often easier to assess for a smaller company.
3. The company is looking for a specific expertise (e.g., a certain level of competence in a new software program or a specialized clinical expertise which is not available internally).
4. The position may be an entry-level role.

I can understand your frustration however. Especially after a period of economic distress and limiting hiring activity, many employees are eager to see new opportunities posted internally. Posting a position internally sends several messages to the employees, including:

1. We are hiring. We are alive. We are doing ok.
2. The career growth of our employees is important to us.
3. We want to retain talent.
4. Even if no one is qualified internally, perhaps an employee may know of candidates outside the company that may be suitable.

As a general rule, I fully support the posting of internal positions. However, there may be times when there are business reasons that support considering external talent. Lastly, there also may be instances where an internal candidate is qualified and could be promoted into an available role.

Q. I want to work for my company's competitor, Company B. They are bigger, in a better location and have more resources than my current employer, Company A. Both of these companies operate in a niche industry and the presidents of Company A and B know each other well, and are actually friends.

My question is - can I be fired for expressing my interest in working for a competitor? If so, is my only option to just take my chances that nobody will find out?

A. A few things come to mind immediately. The first is the Disney music to "It's a small world after all", and the second is a great quote "A secret is something only one person knows".

Next, what are your contractual obligations? Do you have a non-compete agreement? Have you signed any other types of employment documents? Non-disclosures? If you need to, consult an attorney before you make any moves.

There are ways to evaluate what the potential success of taking the kind of steps that would be needed to make this kind of move. First I would look at whether there has been any exchange of employees in the past. Has anyone made a move, either way between these 2 companies?

I doubt you are the first person who has compared opportunities. Perhaps no one has decided to take the risk, but if anyone has, and joined the competing firm, you know it can be done. If it hasn't been done successfully that you can see, you can make some inquiries within your own firm to see if any attempts have been made, and what the outcome was.

Retaining your current position will need a commitment to confidentiality. You might also try to have a similar conversation with a contingency or retained search firm who has done any work for the organization. You may also find out that there is some kind of presidential agreement about hands off policies regarding poaching each others employees.

If after your initial research you are still interested in exploring the possibility of jumping from Company A to B, know that your action, if discovered could be seen as disloyal. People have been separated from companies based on similar actions. Also take a look at what your next career step after Company B might be. If you do make a move, or if you are separated, and involved in a new job search, people will be looking at your track record, and the reasons for each job change.

Moving forward in the inquiry stage does not need to start at the presidential level - unless that is who you would report to. I'd suggest starting with a confidential, informal, off-site conversation with human resources. If you can generate an informal opportunity to be at an event or events where you and Company B president will be, without Company A present, or events with colleagues who would be very interested in seeing you have a conversation with Company B president, you can certainly express your extremely positive perception of their firm, their work, the opportunities they provide, and their growth strategy. If the president is duly impressed with what he knows or has heard about you, he may suggest another meeting. If not, you might say "Way off the record, I'd love to talk to you in greater detail. Would that be possible to arrange?" The response you get will let you know whether to back off, or continue to pursue the opportunity.

Stay very aware that every meeting you have generates risk for the security of your current position. Risk and reward often go hand in hand, but not always.

Q. I made what I thought was a successful mid-career change. After two years with my employer in the new field, I was fired. No major wrong-doing, just that my skills had not developed to the point they wanted. My concern in applying for the next job is that this employer will only give me a lukewarm reference. How will I ever get another job in this field if that is my only experience/reference to offer?

A. The learning curve in any new job takes place at different paces for different people. Some organizations can support developing skills, while other organizations do not have the tolerance or the support structure to allow for on-the-job development outside their internal timetable.

I'm sorry for the loss of your job. No major wrong doing is a good start. Now take the time to assess which skills you did develop, and to what degree. Also, evaluate the areas of development your manager wanted to see, and determine what skill level was anticipated for your role and where you were assessed.

You can start to do this by reviewing your job description, your performance reviews, and any informal notes you may have taken from conversations with your boss, colleagues, and human resources. Good job descriptions are based on competencies, and the results desired. List the competencies/skills, and grade yourself. You can use an A, B, C, scale, or you can label yourself as excellent, acceptable, or needs development.

If you can get support from a manager or colleague to gather feedback on this task, it may prove more valuable. If this will not be a developmentally positive exercise to do with these former colleagues, then skip it. Your goal is to get an accurate assessment of your skills, your areas of development, and to provide an accurate document to whoever at your former company will be providing the reference.

During the last two years there had to be successes, and positive contributions you made. You need to catalog those to make sure your separation is not the only point of focus. You will also want agreement with your former manager on the areas of development still needed. The plan is to make the content of these conversations or emails the basis for a reference that works for you, and surpasses lukewarm.

On the other hand, you may have former colleagues from this new field who didn't agree as strongly with the manager who chose to let you go. Not using that manager as a reference may offer you stronger support toward your next job. Prepare that reference in the same way. Then see if that person can provide you with some helpful suggestions on developing or strengthening skills that will improve your level of professional knowledge, and your chances to land a new opportunity more quickly.

Career set backs happen. How you deal with it and what you make happen after that set back, is what determines what the future looks like.

Q: I am an engineer for a mid-sized medical device company. Our manager was just mysteriously let go. I was told now I am the “acting manager.” I am not even sure what this means. Any suggestions?

A: Companies often try to elevate the most seasoned or talented employee when a new management role becomes available unexpectedly. You may never fully know all the details of your former manager’s separation. However, you have been placed in what could be a promising opportunity.

Roberta Chinsky Matuson, author of Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around, shares her expertise:

That means you are in charge until a replacement can be found. If you want the job, then I strongly suggest you do what I did over twenty-five years ago. Go in and tell your boss that you want the job. Ask him or her specifically what you need to do to secure this opportunity. Remind your manager of your qualifications as he or she may not realize that you have an advanced degree, special skills or other attributes that may be useful in this new position. If your boss provides a vague reply, ask for specifics in an appropriate and professional way.

If you are new to management, then I strongly suggest that you prepare for success. You do this by educating yourself on how to become the type of leader that has people following them when they turn around. I would also suggest finding a mentor who can provide you with guidance as you navigate this new territory. Lastly, ask when a final decision will be made regarding this position so that you aren't "acting manager" forever.

Finally, I would also recommend asking how your responsibilities will change in this new role. What are the expectations? You want to ensure that you fully understand any new tasks or challenges. This is an opportunity for you… if you want it. You have to demonstrate that you want it.

Q: I am new at this job search stuff. I feel like I am getting a canned response when I ask HR why I didn’t get the job offer. They always say something like: “A candidate who more closely matches our needs was selected.” I want to know the real reasons. How can I learn and improve my job search skills if real feedback is not given? What are some of the real reasons that you see?

A: I appreciate your search for candid feedback. It is important information but not always shared. Job seekers do sometimes eliminate themselves from the selection process for some very “fixable” reasons.

Here is my list:

1. Not checking email or voicemail. There have been dozens of candidates that I have tried to contact this year and I don’t hear back from them. Or I hear back from them way too late in the process.

2. Saying something inappropriate in the interview. Candidates complain about former supervisors, talk way too much about their kids (including showing me photos of their kids during the interview), describe their hassles with the MBTA or bring up topics that are irrelevant to the job for which they are interviewing.

3. Candidates treat a telephone interview too casually. There is a dog barking or kids in the background. I had one candidate schedule a telephone interview with loud music playing in the background.

4. Not wearing the appropriate clothing for an interview. It is better to over dress than to under dress. I have heard more than one hiring manager recommend: “when in doubt, wear a suit.”

5. Candidates who apply for every job … whether it is a VP of Marketing or a Purchasing Agent.

6. Typos, poor grammar, etc. on resumes and within emails and cover letters. Or a candidate will direct their cover letter to “Dear Mr. Smith” and Mr. Smith is not the correct name but they have forgotten to edit the name. Or they identify a company in their cover letter and it is the wrong company name!

7. No follow-up. Candidates should email a quick note thanking me and the hiring manager.

8. College degree. It almost always helps. Finish your degree. Completing 3.5 years of college is not the equivalent of earning a degree.

9. Be succinct, clear and concise in your verbal and written communications. Avoid the overuse of “ya know,” “like,” or profane language. It signals unprofessionalism.

10. Visible tattoos, piercings in unusual places and black fingernail polish might be fine for some work environments but not ours. Do your research before you walk in the door of the company.

I have shared some of the many reasons why candidates don’t get offers. Sometimes these real reasons are not shared with candidates because candidates can become defensive and angry. However, there is some truth in what I have shared.

One of the most surprising questions I have received came from a young man who was having trouble landing a job. “I was 20 minutes late for one job interview but only five minutes late for another,” he said. “I guess I can understand why I didn’t get the job when I was twenty minutes late, but not getting the job when I was only five minutes late seems unfair. What’s the problem?” What was surprising about his question was that he had no concept that “late” is not a relative term, you either are or you aren‘t.

In my seminars, I tell participants, “If I had only one piece of advice I could give it would be: Be on time.” If you’re on time, you start out on the right foot. When you’re late, you start out on the wrong foot trying to recover from your error. You know that because the first words out of your mouth are, “I’m sorry.” In the case of this young man, late is late, and if he can’t be on time for the interview can he be relied on to be on time preparing a report, meeting with a client, or simply getting his work done in general? It’s no surprise he didn’t get the job, especially if, in comparison, his competition was on time.

At a job interview your goal is to stand out from the other applicants, not just because of your job skills, but also by your polished personal skills. By concentrating on these five essentials, you’ll improve your chances for success:

Be on time.

Prepare. It’s expected that you ask questions about the company where you’re applying, so do some research ahead of time. Practice answers to anticipated interview questions. Do it out loud so you get used to hearing yourself and so your mouth gets familiar actually forming the words. The key here is practice will give you confidence, and businesses favor people who are confident.

Dress one notch up. Make an effort to check out how people at that business dress. You want to show you belong and your clothing will signal that instantly. If they dress casually, you might step it up by adding a tie or jacket to your outfit.

Smile, look them in the eye and speak clearly. Your goal is to show your interviewer that you can represent her company positively and effectively. If you mumble, if you can’t look the interviewer in the eye, if you’re sullen, she’ll wonder if that’s how you’ll interact with colleagues, clients, prospects, or suppliers, and she won’t be impressed.

Thank them twice. First at the end of the interview, and then a second time when you send a thank you note, ideally within twenty-four hours. You can start by sending an email thank you. Best practice is to follow it up with a note sent in the mail. It’s not only polite, but also proves that you know how to conclude a business interaction effectively.

Q: I am 26 years old and work in retail and then also have a part-time childcare job. I really want to work in a professional office environment. I have a degree but I really don't use it in these jobs. I feel like I am headed in the wrong direction but I also have bills to pay and I don't have a lot of time to job hunt. Am I stuck in these jobs forever? How do I make a change?

A: I understand your dilemma. It is hard to make a change. Yet the longer you wait, the harder it will become. Let me share some suggestions on steps you can take to make a move.

1. Use the career and alumni services office of your college or university. Re-connect with them and meet with them if possible. Explain that you are looking for a more professional position.
2. Update your resume. Include your retail and childcare experience. Make sure that you include your degree! Make your resume crisp, error-free and professional. I always find it easier when a candidate includes their name in the title of the resume attached. An example would be: JaneMDoe2010. Of course in 2011, that date should be changed.
3. Start using social media tools on weekends and free evenings to start searching for a new opportunity. Facebook, LinkedIn, Twitter can all be valuable in a search. Check job boards too.
4. Let your friends, relatives and others know you are looking for a new opportunity. Build a network of contacts. These contacts are critically important. Thank anyone that meets with you, shares their time with you or provides a referral to you.
5. Begin actively networking. Meet with 1-2 people per week. Explain your situation. Ask for their advice, guidance and referrals if they hear of an opportunity.
6. Make sure that your PC skills are current. Almost every professional role requires solid PC skills.
7. Join groups on Linkedin. These groups are important. Expand your connection on LinkedIn.
8. Keep close to your email. Nothing is more frustrating than an unresponsive candidate.
9. Evaluate your email address. Ensure that it is professional and descriptive. Avoid addresses that are racy or inappropriate. Today I received a resume from an email address that was similar to hotpantsgirl@isp.com. Hmmm? No thanks.
10. Consider contacting a few temporary and/or contract firms. You may have to start at a reception desk or in a clerical role, but it is a foot in the door and will give you valuable experience in a professional environment.
11. Invest a bit of money in your professional wardrobe. It is better to be a bit overdressed than too casual. Buy a few classic pieces and then build from there. What you wear out on a Saturday night is probably not appropriate for what you would wear to an office environment on a Monday morning. Dress for the position to which you aspire.
12. Ensure that your online presence is positive and professional. Clean up your Facebook page if you have photos online that are less than professional. Limit your Facebook page visitors by using their privacy tools.
13. If you work for a large retailer, there may be opportunities that are not strictly retail selling. Larger retailers have opportunities in finance, hr, marketing, operations, etc. Often these larger retailers have an internal job posting system that might be worth exploring.
14. Never say no to an introduction. Introductions often lead job seekers down a path of opportunity.
15. Stay positive. Know that you may encounter rejection. Learn from the slips, falls and missteps and correct your course going forward. Avoid bashing former employers, colleagues or jobs.

A job change can occur. It will take effort. Good luck!

Q. I gave my leave of notice this week as I will be starting a new job next week. One of the managers contacted me today to say that he will not accept my notice and said that he will accept a leave of absence as this company does not want to lose me as an employee. What are, if any, the ramifications in this situation?

A. Congratulations on two counts! You got an offer from a new employer and are ready to start a new job, and that is terrific. Secondly, your current employer thinks you are great and doesn't want to lose you as a valued employee. That can be a great position to be in, but you don't sound too happy about the situation.

There seems to be too little information being discussed between you and your managers. It seems that when you gave them notice of your intention to leave they were surprised, disappointed and eager to find a way to keep you. Perhaps they don't know why you have chosen to leave, or if you are not happy with the job, the compensation, or any other factor of the work. They may be concerned that you won't be happy in the new job and new company.

The offer of a leave of absence gives you the option of staying "on the books" of your former employer, but not on the payroll, and typically not eligible for any benefits. I typically do not see employers choosing this option, but many employees would enjoy the benefit, I believe. The leave will act as a safety net, so that if you do choose to come back to your current employer, they can limit the paperwork involved in reinstating you, and continuing all your benefits. Perhaps this has worked for them before, if employees have chosen to test out other companies or options and then wanted to return to this firm.

As long as you have given the employer your notice to terminate, you are under no obligation to stay, or return to work at this company. It should have no impact on your new role, as long as you have not signed anything relating to a leave of absence.

You haven't said whether you really wanted to leave, but since you applied and accepted another job, we'll assume you did. If you think there are ways to make your current job more of what you are looking for, your employer seems to be saying they wish you would have that conversation.

Most people choose not to let employers know when they are looking for new jobs. They worry about retaliation, being overlooked for promotions, or being replaced before they are ready to leave. There are times when a candid discussion about your career path, ways your role might be improved, or expanded, or any other issues you are facing might make all the difference between looking for a new job and making your current job exactly what you want it to be.

Q: I participated in the interview process (2 rounds) with a prospective employer this past August. The second round consisted of a meeting with the hiring manager and a senior executive in the company. Since then, I received positive feedback from the HR liaison shortly after the second interview, however, I have not heard back from this organization during the last 2 months. What can I reasonably expect in terms of communication from this organization as to the status of my candidacy? Thank you.
T. L., East Freetown, MA

A: Unfortunately, you’re closing the barn door after all the cows have escaped.

If you didn’t ask for a time frame for their decision, then two weeks from your last interview, you should have felt comfortable calling to ask about the status of hiring for the position. Given your situation—two months has passed without any word from the company—you may feel you don’t want to do this because, in essence, you are calling them out for not contacting you. One way around this awkwardness is to indicate that you are concerned they might have sent you information that you did not receive, essentially giving them the benefit of the doubt. Unfortunately, if you haven’t heard from them in two months either they may not be hiring at all or they may have gone with someone else.

In the future, at the end of an interview make a point to inquire what exactly the next step is or when you can expect to hear from the company. If you hear from them by that date, great; if you don’t, then it is appropriate to contact the company within a day or two after that date to ascertain your status and where they are in their decision making process. At each stage of the job application/interview process, you should always find out what the next step is and when you can expect to hear about it. By not asking, you can end up in the awkward position you are in now of not knowing when to follow up.

One piece of advice I’d like to share: Keep in mind that the interview process is a two-way street. You are gathering information about the prospective employer just as much as the employer is learning about you. If I were in your situation and the employer had indeed not contacted me about the position in two months—especially after two rounds of interviews—then I would wonder if this is a company I would want to work for.

Q. I attended law school at night while working in higher education. I decided to leave my job to participate in a battered women's clinic through law school assisting victims of domestic violence. I had enough savings to get me through 10 months of being unemployed while obtaining court experience. I thought I could pick up temp positions while I wait for the bar exam results but I am having difficulty finding long term temp positions. And now my savings are dwindling. Any suggestions?

A. Congratulations on all you have accomplished. You have demonstrated drive, risk taking, self confidence, planning, dedication and so many other skills employers want. You have a goal, and you are going after it.

You now have a broad set of skills to call upon in any kind of temporary, permanent, or part time work you pursue. Targeting the right kinds of positions, in industries where your experience will be most highly valued, will be the best place to start. You worked in higher education, but I don't know what kind of role. Many colleges and universities have "seasonal" employee needs. Are there student orientation programs, or open houses, admissions fairs, or summer camp programs looking for staff? Return first to your former employer to see what needs they may have. Using your "old" skills may not be your first choice, but many employers are looking for experienced people who can walk into an environment they are comfortable with and effective in the day they start.

Have you spoken to human resources in your law school? Are there opportunities for someone with your higher education experience? I'm sure you have considered roles at other local law schools, and schools with paralegal programs.

Networking with your faculty members will also be vital to your success in this job search and in your future. They may be able to refer you to former students who are employed in law firms, corporate or organizational roles where temporary roles may be available. While these may start in non-attorney roles, you may find that their positive experiences with you (and great bar results) lead to a new role.

Alumni from your law school are also great networking contacts. I'm sure the alumni have a group on LinkedIn, which you should join. Posting a question about opportunities available for a student with many skills waiting for bar results may get you new opportunities.

Does the school have a career services office? Often employers will list job opportunities in these offices which might be posted on their site, or the career services staff may be aware of opportunities which they may be asked not to post.

Have you contacted legal recruiters? Make sure you know who they are, and review the information listed on their web sites. Though you may think it is too soon, developing these relationships now can offer you insight into the culture of various law firms, and the array of legal jobs outside of law firms.

Don't forget to work with general contract recruiters. Be willing to look at a broad range of opportunities, roles, and industries. They will be looking for positions you can walk right into - exactly what they are being paid to find for the companies who hire them.

Hopefully all these methods will get you closer to the success you are looking for pre and post bar results.

Q: I'm 50 and without a degree. I am currently a Public Health Coordinator and have been for 10 years. Should I go back to school?

A: Returning to school is a commitment, but it is a commitment that often brings additional rewards. Returning to school is a very personal decision and difficult to answer based on what little information you have shared. Some questions that may help you make a sound decision:

1. Why are you returning to school? For personal satisfaction? A career change? Because you have credits toward a degree but never completed the degree?

2. What about finances? Does your current employer offer tuition aid? Can you attend school part-time? How long would it take you to attain your degree? Make sure that your plan to return to school is economically viable.

3. Do you plan to consider a certificate program? An associate’s degree? A bachelor’s degree?

Public health is a growing field. Employment opportunities are expected to be strong. When I researched this field, it appears that most senior-level opportunities in this field require some type of degree and/or licensure. According to the Occupational Outlook Handbook, 2010-11 Edition, published by the Bureau of Labor Statistics (www.bls.gov/oco), a bachelor’s degree (or higher) is often required for many roles. Management roles in particular may require a master’s degree. For Medical and Health Services Managers, the BLS specifically states, “Job opportunities will be good, especially for applicants with work experience in healthcare and strong business and management skills. A master's degree is the standard credential, although a bachelor's degree is adequate for some entry-level positions.”

Education does pay off. Recently the College Board, a non-profit organization in New York that researches educational trends and data, found that people with college degrees earn more than their counterparts without college degrees. Additionally, those with college degrees are less likely to be unemployed during their lifetimes. To read more about the benefits of a college education, you can download a free copy of the full report entitled “Education Pays 2010” by visiting http://trends.collegeboard.org/files/Education_Pays_2010.pdf.

Q: I have 20 plus years in banking industry. I was laid off because of budgets cuts last October. What jobs are out there which do not require a college degree or a long commute? I am a former data entry keyer.

A: I am sorry that you have been impacted by the consolidation in the banking industry. Just 20 years ago, there were several larger regional banks that provided employment opportunities for many workers at all levels. Many of these larger banks have been acquired by national or even international banks with headquarters outside of the Boston area. There are still financial services firms in the Boston area, but many are facing challenging times.

According to research conducted by the Massachusetts Department of Employment and Training, the Massachusetts economy should continue to expand at a rate of 6.3% by 2016. Technology will continue to have a strong impact on the jobs forecast.

Health care and information technology are both expected to grow. Fourteen of the 20 fastest growing occupations will require an associate’s degree or higher. The fastest growing occupations include network systems and data communication analysts, personal and home care aides and computer software engineers.

According to this report, one growth area that you may want to consider are the office and administrative jobs least affected by office automation. Customer service clerks, receptionist, billing/accounting clerks are all roles that require significant contact with other humans. By 2016, these jobs should expand by 11%. Individuals with strong computer skills tend to fare better when applying for these jobs. The area of office and administrative jobs would likely be the best category for you to further research since some of your skills may be transferable. Some of the jobs may require further training and schooling but many do not require a college degree.

One resource to explore is the Labor and Workforce Development section of the Commonwealth of Massachusetts’ website (www.mass.gov). There is a wealth of information on career services, seminars, job postings and other helpful job hunting links. When I searched data entry jobs on their site, several opportunities appeared to be a match for an experienced data entry candidate. Additionally, there are One-Stop Career Centers across the state for residents of Massachusetts. To print a listing of these centers, visit http://www.mass.gov/Elwd/docs/dcs/2066a_508.pdf.

To view the full report entitled The Massachusetts Job Outlook through 2016, visit http://lmi2.detma.org/lmi/pdf/careermoves/CareerMovesJOBoutlook.pdf

Q: A friend of mine was placed at our firm through an employment agency. She is now looking for a new job and contacted the same agency to see if they can help her. This agency let our office manager know that she is looking for a new job. I find this to be completely inappropriate and somehow illegal. Is there anything that can be done?

A: The intricacies of working with an employment agency can be complicated. First, let's look at how an employment agency is paid. Pay or income can often drive behavior! An employment agency usually works for the company or the employer. Often times, the agency has a written agreement with an employer that details the working relationship. Usually, the employment agency is NOT working for the candidate, or your friend. Your employer most likely paid a fee to hire your friend.

Now, let's discuss your specific questions. Your friend was placed at your company by an employment agency. Your employer likely paid a significant fee to the agency after your employer hired her. The employment agency probably has a written agreement with your employer. Sometimes that written agreement specifies a period of time where their placements are guaranteed. That means if the employee leaves within a certain time period (30, 60, 90 or 180 days), the agency may need to either replace the new hire (sometimes for free) or refund the fee (a full or partial refund).

The agency wants to retain the business of your employer, first and foremost. They are hoping to place other employees there and make more money. Their allegiance is likely to the employer, not your friend.

A detail that you didn't mention but would have been helpful to know: did the agency tell your friend that they would need to inform your employer before agreeing to work with your friend again? Ethically, this is probably the best approach. Then your friend can decide whether she wants to work with that agency again (and also understand that her current employer would know about her search for a new job) or choose to pursue other avenues to find a new job.

From what you have shared, what the agency has done is probably not illegal but unethical, maybe. If the agency advised your friend that they would have to inform your employer of her job search and she had taken steps to re-engage the agency to help her with her search, then, I am less likely to view them as unethical. After all, your employer is their client. However, if the agency called your employer without first discussing this with your friend, then I would be more concerned about the ethics of this agency.

One other factor is the length of service of your friend. If your friend has been employed with your company for several years, then the agency could probably work with your friend without compromising their current relationship with your employer. Agencies can not guarantee that a candidate will remain employed with a client indefinitely.

Q. I am an engineer with over 14 years of experience and was laid off a year ago. Since then I have been studying computer programming as a career change. I decided not to go back to school, but instead educate myself.

Any advice on how I should tailor my resume or cover letter so potential employers overlook the fact that I don't have a computer science degree?

A. Losing a job with 14 years of experience is a difficult position, and assessing where you are in your career and what you want to do next needs to become the focus. Many people, when put in this position, choose to go away from their old career rather than go to a new career. I don’t know if that is why you chose to try to make a career change to computer programming, or if this is something you have been interested in pursuing. If this has been a long term interest, I encourage you to continue to study and to look at educational institutions where you can gain credentials to make you more employable. The Division of Employment and Training (DET), often referred to as the unemployment office, can offer information and financial support for specific training or coursework.

I would also encourage you to reconsider your engineering career. You have 14 years invested in an engineering career, which has hit a rough patch, as have many functions and industries. If you can utilize your engineering skills and continue to develop and utilize your new programming skills, you may find a career change easier to make. You may also decide a career change is not your short term goal. It may be a longer term goal which can be made easier to reach.

Looking for a job in computer programming without credentials and experience will prove more difficult than a job search for an engineering position with 14 years experience. In this competitive economy, potential employers aren't going to overlook anything, unless they like everything else they see about a candidate’s background. Writing great cover letters and resumes is all about highlighting your strengths and minimizing your "weaknesses". Resumes of anyone who has been working should start with a summary of the skills they can offer a new employer. You will need to make it easy for a hiring manager to see what you can do for their company, division or department. These lead statement needs to compel the reader to keep going. The same is true for cover letters. Avoid clichés and highlight the greatest value you can offer.

If you are being evaluated on paper, your candidacy is not as strong as being evaluated in person first or at least at the same time your resume is screened. Revisit the network you have developed over your career, and communicate in person, if at all possible, with your contacts to see who they may be able to introduce you to. If they can make a call on your behalf, even better. If you can’t meet in person, make phone calls. You can confirm information and offer thanks via email, but you build the best relationships with more personal contacts.

So, consider the options you have to gain credentials, think about trying to continue with your previous career for a while longer and really tap into your network to get you where you want to be.

As employment figures continue to be headline news, it's not surprising that I often run into people, both college grads and newly-unemployed mid-lifers, who are either looking for jobs or who are in the interview process. Once you've been invited in for an interview, a key to success is how well you connect with the interviewer(s). Your people skills can be the critical difference between you getting the job or someone else getting the job. While there are whole books devoted to the interview process, here are five simple tips that will go a long way toward helping you connect with the interviewer:

Be on time. It's almost impossible to recover from the bad impression you make when you're late. Many employers say that an interview is "over before it starts" if the applicant doesn't arrive on time. At the very least, know where you're going and how long it takes to get there. If you're delayed, it’s better to call and ask if the interviewer would prefer to reschedule.

Dress appropriately. An interview isn’t the time to make a fashion statement with your clothes. It’s far better to be memorable because of who you are, not because of what you wear. Do some research—visit the company ahead of your interview to observe how the employees dress or call the HR department for the company dress code. Then, dress one notch up.

Be prepared. Practice your answers to regularly-asked questions, such as “What is your greatest strength?” and “What relevant experience have you had?” and “What are your weaknesses?” Preparation also means developing your own questions, so study up on the organization beforehand and draft a few questions of your own.

Greet with confidence. Confidence is a key trait of successful business people. Stand, smile, focus on their eyes, say your name and theirs, and give a firm (not bone-crusher or dead fish) handshake. All of these actions convey your self-assurance, not only to your interviewer, but also to everyone with whom you interact.

Thank them twice. Expressing “Thank you” to your interviewers is critical. In addition to your verbal “thank you” at the end of the interview, a follow-up thank you note is a must —either written on quality paper or sent as an e-mail and preferably sent within twenty-four hours. You’ll have to determine which delivery method will leave the best impression, and it may be wise to send an e-mail with a follow-up handwritten note. The thank you note is also the opportunity to continue the conversation with your interviewer(s): to answer any questions that arose, or to deliver any additional facts or materials that were promised.

Good luck!

Q. I recently accepted a job offer. My start date is next week. I was in the process of interviewing with another company, who just invited me to a second interview. I am more interested in the other company and would be thrilled if they offered me the position. How can I gracefully back out of the offer I already accepted?

Thank you,

VC, Somerville, MA

A. Gracefully? Probably not. You’re between a rock and a hard place, and there’s no easy way out.

Put the shoe on the other foot: What if the company offered you the job and you accepted. Then they called you a couple of days later to inform you that they had a better candidate who had just walked in the door? “Thanks but no thanks,” they say to you. They’re going to hire that person, and you no longer have a job with them. That would be a difficult situation. Once a commitment has been made, it’s up to both parties to honor that commitment.

You’ve made a commitment to your new employer. They’ve acted in good faith and offered you a job that you were willing to accept. Reneging on the offer puts them into a very difficult position. Once you accepted, they began contacting the candidates they rejected when you accepted the job offer. Now they’re in the awkward position of having to re-contact those people and re-open the job search. It will be an embarrassment and a headache for them, not to mention costly.

Can you back out? Yes, you can, but there are consequences. You’ll be burning a bridge behind you. Your reputation with the company that you’re leaving in the lurch will suffer. You most certainly will not be able to go back there to seek employment again. Five or ten years in the future you may be applying for a job somewhere else and discover that the person who hired you is now the hiring person at that company. It’s not likely you’ll be successful with that person this time. Finally, you are risking a guaranteed job for one that you might or might not get. You may end up with no job at all.

There is a way to avoid this situation. One of the first steps a successful job seeker should take is to contact the other places considering him for employment to let them know he has accepted a position and is withdrawing his application. No bridges get burned and no tempting opportunities suddenly develop to put him in the position you now find yourself.

Q. I know executive search firms use video to interview so they don’t have to travel, and more people are video chatting, and people work virtually, but I am having a hard time understanding the virtual job fair concept. I need a job so I’ll do what it takes but is this for real? I’m not so sure about the ads I read for people who will help you get a job. Tell me if this is “spam”.

A. You are right about technology encroaching on many aspects of the traditional job search, and not just from the candidate’s side. Using LinkedIn, twitter, Facebook, blogs, and job boards are now standard for hiring managers and the use of video interviews are no longer limited to retained search firms. They are used by human resource executives interested in expanding their pool of potential candidates.

The combination of all these technologies combined with companies seeking great candidates and job seekers looking for great jobs comprise a virtual job fair. These multi-media based recruitment platforms started with avatars representing the job seeker and the recruiter – not exactly at the level we see with today’s avatars. Many companies considered these a costly activity with a cost of hire was too high to make these events worth while.

There are a number of organizations. , like Career Builder, producing virtual career fairs. They are real, and each fair needs to be assessed based on the value they provide, the cost, and the amount of access to companies.

I asked Lindsay Stanton, Senior Vice President of Sales and Strategy for Job Search Television Network (JSTN) to explain more about the services. “A JSTN video virtual career fair is a video based event allowing company clients to use their Video Job Reports and Company Profiles and candidates to connect with the opportunities on a dynamic level and see an inside view of the organization.” Through the JSTN television network, channel 62 locally, strategic partnerships, and web advertising, JSTN attracts active and passive job seekers from recent college graduates to executives.

Lindsay also points out “We have partnered with colleges and universities around the country helping alumni access the services and we are partnered with disabledperson.com and JOFDAV.com (Job Opportunities for Disabled American Veterans).

At the virtual job fair, candidates can create a 20 second video introduction by using their web-cam for only $5.00. Recruiters can view these, chat live if they are interested, and save them to refer to after the event. During the live chat recruiters and candidates can interact by exchanging an application and resume. Candidates also have access to career consultants, and expert advice on the JSTN site and at the virtual job fair.

To register for JSTN’s next virtual career fair visit, http://www.myjstn.com/vcf/ad/keyston_partners

As a candidate, you need to be prepared to answer questions quickly, make a positive impression, and have a strong resume which you can speak to comfortably. Looking good on video and knowing what you want to highlight is also key. Professional attire is a must. I recommend practicing on your own video equipment if you have it! Video gives you the opportunity to make a great impression, or to land at the bottom of the pile. Develop these new job search skills to be the most effective candidate you can be.

Q. I like my job, and the company I work for, but they have been slow to come up with any raises, or even a bonus over the last two years. Before that, raises were not more than 3% a year, which isn’t going to make me any money any time soon. I have been looking for a new job, and I think I can get an offer that will pay more, but my job is still better. What do you think about trying to get an offer and then trying to get my company to counter offer so I get an increase and can still stay here?

A. That is quite the plan. I am impressed that you can evaluate your job in separate components of the salary and the work. Many organizations choose not to be the high payer in their industry if they are known to have better opportunities for professional growth, more cross training, or a better work environment. This might be the case for your employer, or they be bound by financial challenges posed by the economy in the last 3 years.

How compensation is set, how raises and bonuses are determined and whether counter offers are made are all part of a corporate culture.

Most people would like to be paid more, and part of that evaluation is identifying how much more money would make it worth your while to leave, lose seniority, and move into a new corporate culture you may not like as much as the one you are in. In this economy, placement and retained search professionals are reporting it may take up to a 30 percent increase for people to leave their current employers.

With all the lay offs over the last few years, few organizations offered annual increases, or bonuses; in fact many companies had staff take pay cuts. You didn’t say whether your company did provide raises to some people identified as key contributors, or if you had tried other methods to get a raise or bonus. Preparing to have these conversations within your current company can help you review your strengths and accomplishments which provides resume and interview data as well.

If you believe that another organization will pay you more for a very similar role, you should test that assumption with research. Hard data can make any discussion you have with your current employer, or with a potential employer more effective as you try to negotiate for more money. There are many online and networking resources available where you find accurate data on compensation information for specific roles in specific geographies. Arranging a formal meeting with your manager to review the current market rate for your role, and your value to the organization, the impact you make, with quantitative data is a good first step at review time, or at the end of a big project, or a financial quarter.

Counter offers are not without problems for both the organization making the counter offer, trying to retain a person who has made the decision to leave, and the person who has self identified as unhappy with some aspects of the job, and ready to move on.

First, if you do get an offer and come back to your employer with the information, they may wish you luck in your new role, leaving no room for continued conversation. Next, they may want you to stay, and ask why you didn’t approach them before you started looking outside the company. Your loyalty comes into question, and even if they decide they would like you to stay, you will most likely be seen as risky. Unless you are seen as a highly valued performer, you may get a counter offer designed to keep you for the short term, but your long term value and the company’s investment in you will most often be affected. If they had you in succession plans, you may no longer be involved.

The company that offers you a job may not be happy that you used their time and resources to gain leverage to get a counter offer from your current employer. Despite the common belief that by not divulging to the hiring company that you have accepted a counter offer that they company won’t find out, many do. In the age of LinkedIn, Google, etc. it’s very easy for hiring managers to track where you land. Therefore, it’s critical to proceed with caution since human resources professionals and hiring managers share information and you don’t want to impact your reputation negatively.

Most organizations that do make counter offers regret doing it, and say so right up front. Most people who decide to accept a counter offer and wind up leaving the organization more quickly than they anticipated – most often because the relationship to the company has changed. Evaluate your long and short term wants and needs. There may be a better strategy.

By Sasha Talcott, Boston.com correspondent

Gloria Larson is president of Bentley University, chair of the Greater Boston Chamber of Commerce, and a member of the board of the Massachusetts Women's Forum, a group of 100 top female executives in the state. She has served in a variety of prominent government and civic roles, including overseeing construction of the Boston Convention and Exhibition Center and co-chair of Governor Deval Patrick's transition team. She recently spoke to former Globe reporter Sasha Talcott about her career, the college students of today, and how volunteer work can pay off in unexpected ways.

Q: You have switched sectors several times over the course of your career - from government to a law firm (Foley Hoag) to academia. What advice to you have for someone interested in making that kind of switch?

A. It's funny for me to look back retrospectively on my career because the single conclusion I can draw is that I apparently can't keep a job. I have made what from an outsider's perspective would look like a number of career switches. For me they've all been linked together through a lifelong love for public policy. I love the intersection between business, government and the broader society.

My advice to others would be: Don't get caught up in just what your head tells you in an analytical way about your career. Be really open to following things that are aspirational for you - and bring real meaning to what you're doing.

Q: If you were just starting out in your career, or were mid-level, what would you do differently?

A. I would have been bolder. I would have offered my ideas more openly. Early in my career - and I think this is true in particular for young women - a lot of times there was a sense of, "Gee, I should hold back. I need to be more experienced."

I was Secretary of Consumer Affairs for [former Massachusetts Governor] Bill Weld, and the Secretary of Economic Affairs left. We were at a cabinet retreat, and Bill Weld called me into his suite. He said, "I want to talk to you about who's going to take over as Secretary of Economic Affairs. Do you have any ideas?"

I spent 45 minutes outlining for him five other people I thought would be outstanding and all the reasons why. At the end, he cut me off, and he said, "Well, I actually invited you here to talk about you taking over, but now I'm not so sure - because obviously you don't think you'd be the right choice." I had to spend the next 20 minutes digging myself out of that hole.

I learned a really valuable lesson: There's a big difference between being arrogant about your skill set and always taking a back seat, failing to seize opportunities that you are the right person for.

Q: As President of Bentley University, you work with a lot of students. What do you think are the strengths of today's undergraduates, and in what areas do you see room for improvement?

A. My students are beyond awesome. I believe the world is going to be in very good hands. They really get that they have a broader responsibility than just quarter-to-quarter profits.

The students are more mature than my generation was; they have more real-world experience than my generation did. I didn't give a thought as an undergrad as to what I'd do for a living. In fact, my realization upon graduation was that I had to go to law school, because I needed to learn something practical to earn a living. These kids already get that - they're very attuned to the bigger world.

If I see something that bemuses me about this generation, it's that they know how good they are. When they leave school, they're going to have to work their way up the ladder, as opposed to being in a corner office in just a few years. They're going to have to pace themselves. I think there are any number of my undergraduates who might want my job, and at some point I think they should have it - just not next week. I'm so excited by their sense of energy and enthusiasm. I think honestly the pacing will come when they get into the real world.

Q: What career advice do you have for the next generation of leaders?

A. Believe in yourself. Believe you have the capabilities to excel in whatever organization you join, and also to do more than that: Be a really engaged member of the larger community.

One of the things I see at [Bentley's] business school is how critical it is not be focused simply on core skills. Of course you need to master a particular set of skills - that's more and more important. But, at the same time, I would urge everyone one not to lose the broader sense of humanity and the broader landscape that comes from studying arts and sciences.

Q: You were No. 1 on the list of Boston Magazine's most powerful women. What does it take to be powerful in this city?

A. No one was more surprised than I was that I was on the list, never mind No. 1. When I really thought long and hard about why I might be - rather than it was just a random roll of the dice and someone made a mistake - beyond those answers, the fact that I've accrued any sense of power or any real voice in our community, has had more to do with my volunteer work than with my professional career.

It was my civic opportunities - building the convention center, being an initial member of the Rose Kennedy Greenway Board of Directors, working with Rosie's Place, as well as the political engagements I've had. Those were the opportunities that gave me a chance stand back and think with a group of similarly minded civic folks, "What do we need to do to make Boston a better place?"

Sasha Talcott is one of five co-founders of a mentoring and networking group for emerging female leaders, Tomorrow's Women TODAY - The Boson Women's Leadership Council.

Q. I was laid off 18 months ago from a job in the financial services industry, and have been looking for a full time position ever since. After months of looking, I took a contract position for 24-hours a week at a start up in a new industry and continued my job search. Part time seems to work for me even with the loss of almost half my paycheck; I have lots of flexibility, and can work from home or the office, which helps with child care issues. This summer I interviewed with a financial services company for a job a bit more junior to the one I had. The company said they liked me, but wanted to bring me in at a more senior level when that job opened up. I wasn’t even sure if I should believe that, and I continued my job search, and to contract. Well, the financial services company did mean it, and after five interviews, they offered me a full time position. So why am I confused about what I really want to do now and whether I should take the offer?

A. Congratulations are in order, no matter what you decide to do! Getting an offer is terrific, and finding a good contract also shows you have developed skills to sell yourself to hiring managers. You had a goal 18 months ago, and that was to replace what you lost – a full time job in an industry you knew. Being a resourceful and resilient person, when that goal couldn’t be met in the right timeframe, you added an interim goal – earn money! Many people have added that very same goal, and have found interim opportunities. Some of these opportunities have more to offer than others, and many job seekers are continuing to re-evaluate their initial career goals as the market changes as they gain new experiences.

As you look at where you are today, have your personal and career goals changed? You wanted secure work in the financial services sector. You wanted to replace your compensation. You had hoped to cut down your commute. At that time, those goals were so significant that you may not have thought much about alternatives, but when you were forced to rethink your situation; you came up with what you believed were short term goals, until your real goals started to work out. In the meantime your life and work experience changed. You have gained experience in a new industry whose outlook seems more promising to you. You find that you can cope with the loss of part of your income – which you were sure was not realistic, and the benefits of a flexible schedule seem to be better than you could have imagined. You are in the enviable position to have benefits through your spouse, and the loss of your retirement account, while significant, can be contributed to in other ways.

Now is the time to develop new goals, and test out a new reality. Some people look at their personal and professional goals on an annual basis. Others revise them based on life events, and still others see their goals after they meet them – or don’t. So after you develop these goals, evaluate the reality of your situation to see if what it offers can meet your goals.

How secure is your contract? How long do you anticipate the organization continuing to use your services? Do you anticipate a greater need for your services? Is there another way they might find to meet the responsibilities you currently cover? Job security is defined in many ways, and the more accurate information you have from your contract employer, the better. You may not want to turn down an offer without knowing what the longer term potential is for your contract. How long can you cope with the reduced income? In an accurate budget, have you forecast the number of months or years until something changes and your need for a greater income will materialize? Try to figure out what the circumstances would be that might make you regret either decision, and realistically assess the timeframe. The job outlook is improving slowly. Perhaps you are willing to take the risk that the contract offers you a more challenging future, and meets your current goals.

The options are here, and the choice is yours. Different people, based on their own personal goals and needs would most likely make different choices – all of them are right ones.

Karen Kaplan, president of Boston-based advertising agency Hill Holliday, as well as president of the Massachusetts Women's Forum, a group of 100 top female executives in the state, spoke with former Globe reporter Sasha Talcott about her unique career path, and also offered some advice for younger job seekers out there. Here's an excerpt:

Q: What career advice do you have for younger professionals?

I think being confident and optimistic is so important. You have to be really open to continuous improvement. You have to be curious, open and empathetic. These days, in particular, you have to be really versatile.

I just think if you're willing to outwork everyone one else, it's not very hard to do, frankly. From the very beginning, I thought, "If I work one more hour a day and a couple of hours on the weekend, I'll pass people who have a 10-year head start on me."

To read the full Q&A with Kaplan, click here.

Q: I recently graduated from college as a poli-sci major and did a one-year stint volunteering for a grammar school as part of a non-profit internship. I am now home and without a job in this terrible environment. To make matters worse, I have no idea what I would like to do and it seems that this is paralyzing me to move ahead with my job search. I did work for the Obama campaign for several months as a Volunteer Coordinator. I liked the work but hated my boss. Any ideas/tips to get me moving in the right direction?

A: Yes, I do, and please know that you are not alone. There are so many young people who are traumatized by this current situation. Here are some tips that I hope will be helpful:

- Know that there are lots of things you could do well. I really don’t think there is just one occupation or industry for any one person. I think all of us have certain skills and interests and we can apply them in many different fields and occupations.

Q. I've owned and operated a small garden center for the last 31 years. I was recently laid off from my last job in sales due to the slowing economy. I'm almost 60 years old and have very limited computer and technical skills. The garden center alone is not enough to support my family and me. I don't have the enthusiasm I once had for the garden center, and the retail environment is extremely competitive with the mass merchants that have moved into my area. Should I continue to search for a job in this market and have my employees run my store as I've been doing for the past 18 months, or should I concentrate on my business myself?

A: Here are your options as I see them:

1. Growing your business;
2. Look for a sales job;
3. Look for another type of job;
4. Improving your computer and technical skills;
5. Seek additional income from others in your family.

Q. My firm has been having layoffs, and if I do get laid off, the chances of me finding another job in my field are slim. I am fifty years old and while the thought of going back to school for some new career doesn't bother me, I wonder if it would be worth it.

A. I wish you had mentioned what career you were thinking about getting retrained in because that is the key. There are some industries/occupations that are almost recession-proof and if you were going to work another 20 years, it might be well worth your going back to school. For example, I am thinking of many positions in healthcare such as nurse, certified nursing assistant, home health aide, radiology technician, and others that are only going to grow as baby boomers begin to age and need more healthcare services.

Q: I lost my job about 4 months ago. I was a Director of Marketing at one of the financial services companies that is really hurting right now. I have networked my heart out, searched every appropriate job board, met with a few search firms and answered any ad that I thought was a fit. Nothing has materialized. I need to bring income into the house. I have a family of four to feed and take care of. How bad will it look on my resume to take a job at a supermarket right now just to bring cash into the house?

A: It sounds like a very responsible thing to do in my mind. Many laid off workers are taking less responsible and lower paying jobs right now so they can bring money into the house. When the economy improves, there should be no problem explaining this digression in your career path. You are simply doing what you must do for your family.

Q. I am desperately miserable in my job and plan to quit soon. But I'm having problems deciding exactly when to do it - on one hand, I don't want to be here a minute longer than I have to, but I also don't want to burn any bridges with my employer. I am feeling guilty about doing it soon after getting an annual bonus and right before a (relatively expensive) office party. I don't have another job lined up yet.

A. In addition to your feelings, there are other concerns to consider when deciding when to leave a job you can’t stand.

Financial: Can you afford to leave without another job lined up, especially in this particularly tough job market? Are you prepared to live without unemployment insurance as well as without an income for what could be many months? When you resign voluntarily you cannot collect unemployment benefits.

Q. I was recently moved out of a management position and put in another location in the company that doesn't require the same skill set as I was originally hired for. I was also moved without any reasonable cause, just a "management decision." I had an exemplary record and recently had an excellent review. Now there is talk of moving me again into a position I would most certainly not be qualified for if I applied for it off the street! I enjoy working for this company, but the politics and moving without cause is getting unsettling. I should add that this is a four-year institution of higher education.

A. Your situation sounds unsettling, but not that unusual in our current economic climate. Employers, including those in higher education as well as other industries, are struggling to be more efficient with their current resources.

Many of my clients - even the most smart and ethical organizations - are being forced to make very difficult decisions. Some are not filling open positions that would be ordinarily filled with few approvals. Some clients are downsizing and eliminating positions, while others are reducing workweeks in one or all areas. Some are aggressively reviewing compensation and benefits plans. Still others are moving resources within the company to where they are most needed.

Q. I am having problems finding the right job for me. I am a 50-year-old African-American female and have three graduate degrees (law, theology, and library science). I have been working as a librarian for the past 10 years and want to move into administrative work. I get interviews for some higher administrative positions, but have yet to be hired. I have gone on "informational" interviews where my resume and interview skills have been lauded and no changes have been suggested, but when I later send a resume to those people, I don't get an interview. I have been thinking of getting a PhD in library science to help in my search for a better job. What do you think? Also, is there a person/business that works with the unhireable, which is what I have apparently turned out to be?

A: I assure you, you are not “unhirable.” I wish you had mentioned how long you have been job searching. In the current business environment, it is not unusual for a professional candidate to be looking for work for 8 months or longer. The fact that you are a mature worker makes this process a little more complicated. In a good economy, it can take a professional mature worker six months or longer to find work. In a down economy - and this is certainly as down as we have seen in many years - it is possible that it might take a professional mature worker two or three times as long to find work.

Q. I got laid off, and I am thinking of going back to school. Should I still file for unemployment?

A.The range of benefits provided by the Massachusetts Division of Unemployment Assistance (DUA) extends far beyond a weekly check, and I encourage you to look into all of the benefits that may be available to you.

The process of opening a claim can be frustrating, and the DUA has taken steps to make it easier to file, with WebCert and TeleCert. Check www.Mass.gov/dua/webcert for the basic steps to register for online services . You can also call TeleCert at 1-617-626-6338. For assistance in using the services, you speak to a TeleClaim representative at 1-877-626-6800, or 1-617-626-6800. The phone are busy and it can be difficult to get through. Insiders say to access services Sunday between 1 and 7 p.m. to have a speedier experience.