Q: For the first time in two years, I won't be reading your chat on Monday. I wanted to share what landed me my new great job: my thank you note to one of the individuals with whom I interviewed. In my note, I committed to helping the company achieve one of its most important goals. For some reason, that commitment totally sold them on me. So my advice to job hunters is never underestimate the power of the thank you note.

A: When I read your submission to the Job Doc column, I had to read and re-read it again. I wanted to make sure that I didn’t ignore or miss a question.

After I read it several times, I wanted to do a dance in my office. After my urge to dance subsided, I wanted to stand on my chair and yell “I told you so people, I told you so!” I decided both responses were a little too juvenile but I should share with you that I thought long and hard about doing both.

Thank you for sharing your experience and your success. Thank you notes are critically important to a job search. They can “make it or break it” for a job seeker. You are living proof.

Even if a colleague, a contact or someone has spent time with you, a thank you note should be sent or emailed. Even if you have been rejected and turned down, a thank you note should be sent. Several job seekers have recently shared with me a common interview experience. The job seeker is a finalist but ultimately another candidate receives the offer. Although sometimes incredibly disappointed, the candidate sends a thank you note and maintains a relationship with the recruiter. Weeks or months pass and the recruiter contacts them for another opportunity. Finally, the job seeker receives an offer.

I truly appreciate you sharing your experience. Thank you for writing. Best of luck in your new role!

Recently I was asked by a young male seminar participant, “I’ve got an interview with an advertising agency next week. What do I wear?”

The reality is most job interviews are a competition. It’s not just how you look, act and express yourself that matters, it’s how you look, act and express yourself in comparison to the other candidates that matters.

If you apply to a dot com business where everyone is in jeans and a t-shirt and you show up in a suit, you don’t look like you belong. Conversely, if you apply to a private investment bank where business formal is the norm and you show up in khakis and a golf shirt or even a button-down shirt with no tie, you may have significantly hurt your chance for the job before you answered the first question.

My advice? Dress one notch up. Find out what the people who work at that agency wear to work and then kick it up a notch. If they wear golf shirts and khakis, you wear a button-down shirt, no tie, slacks, and maybe even a jacket or blazer. Your goal is to look like you fit in.

During the twenty years I owned an advertising agency, I interviewed dozens of job candidates. I was amazed by the people who came in for an interview dressed inappropriately. Most were dressed too casually, and many displayed body language that was unprofessional, like slouching in the chair or not being able to look me or other staff in the eye as we talked. I couldn’t help but wonder: If that’s how they dress and act for the interview, how are they going to dress and act when meeting clients or prospects when they represent my business and me?

So, how do you find out how people at that business dress? If possible, try visiting the day or two before your interview. Introduce yourself to the receptionist, and take a moment to observe how people are dressed. In addition, check with the receptionist or assistant to confirm the name, spelling and pronunciation of the person or people you’ll be meeting with. If you do it correctly and your competitor doesn’t, you’ve got a leg up.

Regardless of business casual or business formal, wear clean clothes, ones with no stains or odor. Clothes should be lint-free and pressed as well. Better yet, today’s no-iron shirts and pants are a great way to look sharp without having to do the ironing yourself or pay to have your clothes pressed. And while you’re at it, check your personal grooming: hair, nails, teeth, breath, and beard.

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.

Q. I have been looking for a job for the last few months and I'm worried about coming into summer. I have scheduled a two week vacation and new job or not, I really do want to take it. At what point in the interview process am I obligated to let a prospective employer know of these plans?

A. People looking for jobs continue to make plans, and schedule vacations. But there is no need to share too much information too soon, as your vacation plans may not be all that important to some of the people you meet. In your networking meetings, or first interviews, you do not need to discuss your non work plans. The less said the better, even if you are excited about your plans and even though vacations can make for great conversation. But people should remember you for the skills you bring to a job.

As the interview process proceeds and the company becomes more interested in you, they may ask when you would be available to start the new job. This is a positive indication, but still not an offer. At this point you can let the hiring manager know that you would be available to start on very short notice, and ask when they would hope to see someone start. Remember that you can start a job, and take a vacation in just a few weeks, or delay a start. Look at all options. Listen for any details about plans for the first few months on the job. Are there deadlines to be concerned with, or month end responsibilities? Take note of how these might cause conflict with your vacation plans, so that when the time is right you'll be prepared to overcome any obstacles.

When you do receive an offer, thank the person; reinforce all the great reasons they want to hire you by outlining the contributions you can make. If there are points in the offer you want to review, or consider negotiating, you should let them know you will review the offer and get back to them. Discussing the vacation plans should not come separately from a discussion of other issues you want to discuss in the offer.

If you are satisfied with the offer, you can let the hiring manager or human resources person know you are really excited about the offer, and you are eager to start. With no pause, you should continue by saying you have a situation which you hope won't cause any issues, which is a confirmed plan for a two week vacation. Provide the dates, and ask which start dates would work best for them. "Would it be better for me to start, and work for the two weeks, and then take the time off, or would you rather I delay the start?" Your expectation should be that you'll take this time off without pay, which you should offer, but your organization may decide to "front" you the time and let you borrow against your accrual.

Make sure to reinforce your willingness to minimize any disruption on the organization and your new colleagues.

Tracy Cashman, a partner at recruiting firm Winter, Wyman in Waltham, provides placement services for all levels of IT positions, including high-level IT Managers/Directors and CIOs.

Q. Can I change my desired salary after my final interview? I was just promoted in my current job, and I think will have a higher salary before my final interview.

A. Congratulations on your promotion! The timing does pose challenges in your negotiation with your potential new employer, and before you talk to them, you need to find out where you stand with your current employer. First you will want to understand what the promotion offers you. What is the financial component of the promotion and what is the impact in terms of new responsibility? Is this what you wanted from your current employer? Most people don’t leave jobs just to make more money. There are many other reasons that send people out into the open job market and away from what their current employer has to offer. Most people are looking to change jobs in order to get a new manager, or for more opportunities for development. Most situations where there is a counter offer to stay do not succeed.

It sounds like you are confident you want the new job, and that things are progressing well for you in that process, but you don’t have an offer yet. Companies and hiring managers most often ask for information about compensation prior to the final interview. Most likely you gave them information on what you are currently making and what you are looking for at some point earlier in the process. The most effective negotiators offer a salary range to provide for some flexibility, and also ask how that range fit in their pay plans for the position. If you have not had that conversation, you will be able to add your raise to what your current compensation is - even if you haven’t started making that rate of pay yet.

During your next interview, continue to sell yourself into this role. You don't yet have an offer, so it is too early to try to negotiate pay. One of the ways to introduce your promotion to the conversation is to talk about the new responsibilities you have been asked to take over as part of a promotion. Discuss the new responsibilities as an extension of what you are currently doing, which would also show them what you can do for them in your potential new role. You may be asked if you got a raise, and that is the time to let them know that "Yes, I have been offered an X% raise. How does that fit into the salary range you have designated for this position?"

Your power to negotiate is at its peak at the point of offer and while you are discussing the role. Your power is not as high before an offer is made, or after you accept an offer. So while you can change your desired salary after the final interview, hiring managers won't want to feel mislead if they give you an offer with the number you said you wanted, and you tell them that isn't the number anymore. You can review the components of the offer, and ask how much flexibility there is. You can suggest alternatives and remember to focus on what makes this the best offer for you.

Q: I’m looking to move to Boston in the near future. What are your tips in finding a good job for a young professional with a Bachelor’s degree and how to go about marketing yourself? Are employers willing to deal with a potential employee not in the area yet?

A: Welcome to Boston (almost)! You can do some job hunting from afar. Some recommendations:
1. Get on Linkedin and start connecting with colleagues, friends, neighbors, alums, etc. Join some groups on Linkedin. When joining groups, look for Boston area groups. Also try to join groups that are geared to your profession. There are also quite a few groups for young professionals on Linkedin. Look for an alumni group in the Boston area on Linkedin.
2. Find out if your college has alumni networking events in the Boston area.
3. Connect or re-connect with any Boston-area contacts that you may have.
4. Search the job boards. Many job boards allow you to restrict your search to a certain geographic area.
5. When you write your resume and cover letter, you should explicitly state that you plan to re-locate at your own expense. Often times when a recruiter reads a resume with an out-of-state address, there is a question of whether this candidate would need relocation assistance.
6. Consider buying a Boston-based cell phone now and listing this number on your resume.
Although you can do some job hunting from afar, in-person networking should also be part of your job hunting plan. Linkedin is a short cut but it does not replace having a cup of coffee with a former colleague or meeting a fellow alum for a bagel.
If possible, plan a trip or two to the Boston area. Try to schedule several face-to-face meetings during these trips. Check out www.meetup.com. This website lists gatherings, of all types.

Lastly, send a thank you note or email to everyone who is helpful to you during your search. Don’t burn any bridges. Be persistent without stalking.

Q. I recently interviewed with a company for a job I really want. The interview was strong, all went well, and kind words were said by the potential employer. They seemed to be very positive about my test scores, and interested in my overall presentation. The close was, "We'll let you know by the end of the week". I sent a 'thank you for meeting with me' note, and a separate 'just checking in regarding the position note'. I'm very worried as they did not hold true to the 'end of the week' promise for me to hear something. What can I do?

A. What you can do is try to avoid being in this position by impacting your interview prep skills. Two questions job seekers pose on a regular basis are "how and when can I follow up?” and "why don't companies follow through on their communication commitments?". While each interview is unique, the common challenges job seekers and employers face can be anticipated, and dealt with to minimize confusion and second guessing series of questions which often accompanies job searches. For instance, "If they liked me wouldn’t they have called by now? Is it too soon for me to call them? Which person should I call? Is an email better? Am I being too aggressive?".

Interviews are exciting, and most job seekers are looking for a positive response as soon as possible after every interview. People hope to hear they will be invited back to interview again, or that a phone conversation will follow, or an offer will be the next step. Recognize what you are looking for before you go in to these meetings. When you are asked if you have any questions, you should start with questions dedicated to the role, and questions that can help you highlight your skills. After that, you will want to be able to get information about what the interview process will be like and you might include questions on who else will be part of the process. End with a question that reminds them of what they need - "When would you ideally like someone to start?". These types of questions will help you gain insight into the process, who else you might be meeting with, and their target start date.

Even with this information, most hiring processes takes longer than anticipated, and certainly longer than job seekers expect. Projects get in the way, deadlines change, priorities change. People are on vacation or out sick, and if they are part of the interview process, there are delays. Effective job seekers show professional follow up and patience. Hiring managers will feel more committed to respond to your call and email - not every single one - but at least a few to try and keep you generally informed as to the process.

If you anticipate this will happen, (and it will more often than not) then you will make sure to ask additional questions to help you in the process. You can ask "will you be my point of contact? Would it be ok for me to follow up with you about where we are in the interview process? Do you prefer email or a phone call? If I don’t hear from you by the end of the week would it be ok to call early the following week?". You won’t ask all these questions, but enough to get permission to follow up. You might also ask if it would be easier to follow up with their assistant or support person if they have one.

Your connection to a potential employer can be strengthened by asking permission to follow up and staying connected throughout the process.

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 was fired from my last position for poor performance. I had returned to finance after 12 years and found out just how much the industry had changed. I went to work for two brokers with $1B under management. It was a nightmare. I was in over my head. Long story short...how do I present this in an interview without sounding completely incompetent?

A: You may not believe me right now but you have learned some valuable information because of this experience. Being terminated can take an incredible toll on your self-esteem. Make sure that you are taking care of yourself.

You have learned what you can do well and what you can not do well. Everyone has strengths and weaknesses. You probably understand some of your weaknesses now (e.g., recent changes in the brokerage world). But what did you do well? You may have very strong PC skills. Or you might have very strong client relationship skills. Think about what went well and also what when wrong in your last position. This information can only help you in your next role.

You are right to ask about how to best explain your termination. You always want to emphasize the positives and minimize the negatives. Your explanation could be something like this:

In my early career I worked in the finance industry. In 2011, I landed a job working for two brokers with $1B under management. I really liked the work environment and my team members. One of the areas that I also enjoyed was the service side of my job, especially resolving client problems. What I underestimated was how much the industry had changed over the years. I am eager to return to the workforce.

Additionally, never “bash” your former employer. This will only make you sound bitter and negative. Make sure that you can select one or two positives from your recent job. Talk about these positive experiences in an enthusiastic way. It might be related to a favorite client, a special project or a special skill which you acquired.

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.

Dressing correctly won't get you the job, but dressing incorrectly can lose you the job. At the interview stage dressing correctly matters for two reasons:

1. You want to create a favorable first impression and look like you belong at the organization.

2. You want to avoid making a mistake that knocks you out of consideration.

Office dress codes were simpler years ago. Work outfits were "white collar" or "blue collar" (or a uniform) and everyone knew what was meant. Nowadays it's not so easy. Standard advice about playing it safe no longer applies. The old rule of thumb was to dress conservatively in business attire and you can't go wrong; I'll give you an example where that approach costs candidates the job:

Example #1 --- Technology Company where the clothes = culture fit
My staffing firm does work for a very desirable technology company. The company's environment and dress code are casual. We noticed a trend where candidates who were dressed in business attire (or even business casual attire) were rejected as "not a culture fit." 
Many of these candidates were otherwise highly qualified. If you asked the hiring managers about the importance of attire on interviews they would say something like, "I don't care how they dress, lots of people think they need to dress up for interviews, I look past it and look at their skills." While the hiring managers said they didn't care about attire, it seems that their subconscious took over and in fact attire did matter.

Example #2 --- Investment Management Firm with a traditional view on how employees should dress
I'll give a different example where the old rule of thumb does apply. The company is a very desirable financial firm. Candidates in the industry dream of working here. Their selection process reminds me of how I imagine admissions might work at Harvard or Yale. Tey have so many applicants that even flawless applicants get rejected simply because they don't have enough slots for all the flawless applicants. The company dress code is traditional business attire. If candidates show up for an interview in anything but true traditional business attire, they are likely to be rejected simply because there is an equally outstanding candidate who did not make this mistake.

Preparing for an interview

• Ask about the dress code during the phone interview. An experienced HR professional or hiring manager should tell you the information without being asked. But you don't want to take any chance, ask the question before you come in for an in-person interview. 
• Get some real world perspective. If you know someone who works in the industry, you certainly should speak with them about proper attire and about many other topics that are beyond the scope of this article. If you don't know anyone, work your LinkedIn connections, chances are you can work your way to someone who can give perspective.
• I knew a candidate who really, really wanted the job, so the day before the interview she waited in front of the building lobby and observed how people were dressed. Extreme? Maybe, my point is you should work hard to get information on how you should dress because it does matter. 
• Deciding how to dress in creative environments can be particularly stressful as you may need to look hip. You may need to take more chances in such a situation. Nonetheless, following these steps and seeking to get up front information can only help.

Guidelines
If you're stuck interpreting the dress code on your own, below are some general guidelines. Again, it is better if you can get specific information on the organization where you are interviewing; if you can't, the following guidelines should help keep you out of trouble.

Business Attire - For the most conservative work environments, appropriate attire is as follows:

• [For Men]: Navy suit, white dress shirt, black shoes, black belt, and a conservative tie with a simple pattern.
• [For Women]: Black skirt or pant suit, conservatively tailored blouse or shell, closed-toe shoes and pantyhose or stockings. Jewelry should be kept simple.

• [For Men]: Appropriate outfits for interviewing include dress pants, a button-down dress shirt, dress shoes, and a blazer. If you think the company leans more toward casual and less toward business then skip the blazer.
• [For Women]: Interview outfits can range from suits that are slightly less formal to trousers paired with a conservative and sweater or blouse, and closed-toe shoes. 

• If the workforce wears jeans, then it is acceptable to wear jeans on your interview. Pick a pair that are dark and new looking, not all washed out, and not bedazzled. 
• Wear a collared shirt even if the workforce wears tee-shirts. Pick a polo shirt or casual button-down. 
• Avoid sweats, short pants, cut-offs, and tank tops. 
• Don't show a lot of skin like a bare midriff, or too much cleavage.
• Avoid sneakers, sandals and flip-flops for your interview even if they are commonly worn by the workforce.

Aaron Green is founder and president of Boston-based Professional Staffing Group and PSG Global Solutions. He is also the chairman of the American Staffing Association?s Board of Directors. He can be reached at Aaron.Green@psgstaffing.com or (617) 250-1000.

Q: I moved to New Jersey for a promotion, thinking it would be a 2-3 year assignment. That was in 1990. My family and I very much want to return to the Boston area but I have no network to speak of in the area. Complicating matters is the fact that I also want to change careers. I'd appreciate any thoughts on how to get jump started.

A: Welcome back to Boston… well, hopefully soon! You are smart to make the connection between your “network” and a job search.

How can you build a network in Boston while living in New Jersey? Building a network, especially in the early stages, can be partially accomplished using technology. LinkedIn is an important tool and can be used to build your contacts. If you are currently employed, avoid adding 20 contacts per day. Instead, add a few each day. If you are currently employed, you don’t want your LinkedIn profile to scream, “I am looking for a job in Boston!”

It sounds like you have roots in the Boston area. Think about joining groups on LinkedIn, particularly groups that have a Boston-centric purpose. Again, join groups slowly if others might be checking your profile. Add groups affiliated with your college or university. Consider joining Boston-based groups with a focus on your profession. You can join up to 50 groups on LinkedIn. These groups have been invaluable to me in my career.

Try to plan a few trips to Boston. New Jersey to Boston is a drive-able distance, especially if you are tacking some time onto a long weekend. If you have friends and family here, let them know of your interest in relocating back to this area. Consider attending networking or professional events during those trips. Schedule a coffee or a lunch with contacts that could be helpful to you.

You can also target specific companies or events using technology. If your industry experience is in medical devices, you can find out if the Massachusetts Medical Device Industry Council is holding an event during one of your trips. Many of these industry associations also post jobs for free for their member companies.

Q: I have a daughter who is a high school senior. Her guidance counselor often posts your column on the bulletin board outside of his office door to encourage “good choices.”

Also, do colleges check these pages?

A: You are smart to check your daughter’s online profile. Although Facebook is a wonderful social media tool for connecting with others, it can have a darker side. First, beyond the job hunt, your daughter may be communicating information to online predators unknowingly. Talk with your daughter about what she discloses on Facebook. Less is often better.

Employers are increasingly checking online profiles, including Facebook. It is easy to do since accessing a Facebook profile takes seconds. It is important that your daughter’s privacy controls are in place. Employers are trying to gather all the information available on a candidate. If a candidate has several pictures of themselves at parties, drinking beer, etc., then a hiring representative might reconsider extending an offer to this candidate. Any hire is a risk and companies want to mitigate risks. According to Mike Astringer, Founder of Human Capital Consultants, “If a potential employer finds inappropriate material on a social media site chances are good they will use that information in a hiring decision.” A growing number of college admissions officers admit to checking applicants’ Facebook pages. Many feel since it is public domain, it is another piece of information available to them. It is a smart idea for students (and others!) to critically look at their Facebook pages and remove anything that is racier than PG-13. The main profile photo should be positive and professional. A high school graduation photo would be a good choice for your daughter.

In addition to removing salacious photos, all of us need to be aware that the negative comments could have repercussions (especially regarding a college or a prospective employer). Many of us are connecting with colleges and companies. Colleges and employers are able to read these comments and posts.

PS – I hope your daughter’s guidance counselor posts this column outside of his office door!

Q. If a resume should be brief, how can I present myself to a prospective employer as someone who is employable? I have previous employers who have merged with out of state companies, or gone out of business. They cannot be contacted for references, so what do I put on my resume?

A. Resumes have evolved to help job seekers tell their story, as so many stories have become much more complicated. More data is acceptable to be included in a resume. Hiring managers welcome answers to the questions resumes can create regarding a candidate – the same kind of questions that can tank a candidate during the initial screening process.

With mergers and acquisitions, employees may have worked for multiple employers without changing their job, office or desk chair. You may have been laid off from your last 2 or 3 employers, and have gaps in employment. How you represent your value, contributions, and potential on a resume is based on the difference between telling the story of your skills, and documenting time.

The description of each job can include a brief statement on the company at the beginning of the entry. Make sure you represent your entire time at this company, not just job by job time. One big mistake candidates make is to showcase dates for each job which make people look like job hoppers when the story could be told in a much more positive way. Highlight longevity, promotion, and increased responsibility. The content of the job must include quantifiable information on results achieved while in the role. Show as many positive accomplishments as possible. At the end of the job description, add why you are no longer there. “Company acquired by NewCo; Reduction in Force of 20%” or “plant closed”.

Follow the same process for your other jobs. You aren’t trying to make excuses for being in the job search. Your goal is to make sure employers recognize that in job loss, lightning can strike twice, and if they can get past that, in the resume review, you get that much closer to an interview.

Your references wont’ be added to your resume, but they can travel with that document. References don’t all have to be bosses that are hard to track down, but find former supervisors who can speak to the work you did, and your value as an employee. Use LinkedIn as a resource to reconnect to these people so they can help your job search. Prepare a second page which matches your resume on top – all your contact information and “References of”. List the people you plan to use most often. Get the information before you need it – including cell phone and email address. You can ask your references to address the reason you left and speak to the reasons you would be a risk free hire.

So answer the questions up front. Show your ability to contribute. Provide results of what you did on the job, with back up from supervisors or colleagues that you added value to the organization. And show that losing a job doesn’t mean you won’t be a superstar when given the opportunity.

Q: I've been unemployed since last May. I have posted for many jobs, interviewed for some, and I usually hear I'm over-qualified for what they are looking for. How can I best over come this to land my next career move?

A: Your question mirrors several that we have received for this column over the past year or so. These are frustrating times for job seekers. Many employers are trying “to make due with less.” In short, they are trying to hire fewer employees, pay them less and still remain competitive. It is a difficult balance.

Here is what I can share. If you have been called in for interviews, your resume is probably in good shape. My advice:
1. Networking is incredibly important. Invite a former colleague for a cup of coffee. Schedule a quick chat with a neighbor who is connected. Never say no to an introduction.
2. Get on LinkedIn and expand your contacts. Join groups on LinkedIn. Join groups that are related to your career and/or your education.
3. Don’t spend your entire day at your PC. Attend a Meetup event. Join a networking group.
4. Consider re-writing your resume. Some job seekers have several different versions. If you have been receiving feedback that you are overqualified, consider only showcasing the last 10 or so years of experience on your resume. Try to keep it to one page.
5. Consider temporary, contract and consulting roles. These roles can often lead to full-time roles.
6. Make sure that you have a one-minute pitch about who you are as a candidate. Include your professional history and your career interests. This pitch should be succinct, authentic, enthusiastic and polished.
7. Thank everyone. Any contact who meets with you, send them a thank-you note or thank-you email. Be gracious and appreciative.
8. During networking events, dress for the job you want, not the job you last had.
9. Take care of yourself. Make sure that you are living a healthy and balanced life. Your appearance matters now probably more than ever.
10. Even if you have not received a job offer, leave every recruiter and hiring manager with a positive impression. They may call you for another role in the future. A thank-you note (even if you did NOT receive an offer) differentiates you in a very positive way.
11. Be reasonable about expectations, especially around compensation. You may have to re-set your expectations to get your foot back in the door.
12. Be resilient. Dust yourself off after a setback. Think about what you could have done differently.

Keep swinging. A door will open.

Q: I interviewed with a company in early January. After I left the HR Rep’s office, I could overhear a conversation that she was having with the hiring manager. I took my time putting my coat on. I heard them talking about my candidacy. Specifically, they mentioned my email address (which is hotxxxx@xxxx.com) and the manner in which I was dressed. They were extremely critical. These are not qualifications for the job. I don’t get it. Do they want me to dress like a librarian?

A: Your question raises several different issues, all worth further discussion and comment. First, it sounds like the HR professional needs a more private space to discuss candidates. Second, these comments were not intended to be heard by you but it sounds like you lingered hoping to hear more.

I don’t know any of the specifics about your skills, the company, the role of interest or the work environment or industry. However, I will assume it is a professional work environment where there is an expected “dress code” at least for candidates.

Candidates should ALWAYS look professional. In most cases, what you wear out to a club on a Saturday night is not the same attire you would wear to an interview. It is better to err on the side of conservatism rather than dress flamboyantly. I don’t know how you were dressed but obviously it caught their attention, and not in the most positive way.

Your email address also sends a message about you as a candidate. Recently, I was a panelist with some of the best recruitment brains in Boston. “New Year, New Job” was a panel hosted by Ed Nathanson, Director of Talent Acquisition at Rapid7. Rapid7 is growing by leaps and bounds. One of the topics the panel discussed was a candidate’s choice of email. When you use an email that is racy, inappropriate or salacious, you are sending a message about your professionalism. Some job coaches recommend that you use one email address that is exclusively reserved for your job search. It should be simple and professional, like jsmith@internetprovider.com. It should never give the HR person a moment of pause or distraction.

It sounds like you received some difficult feedback while you were leaving that interview. I know it is hard to digest. However, it might be an opportunity to learn and improve your candidacy for the next role.

Q: Is it ok to contact an HR person you found on LinkedIn to ask for feedback as to why you didn't get an interview for a job you thought was a great fit? I found the guy on LinkedIn and he has his personal email address in his title. It's a very big company and they don't post HR contact info on their site. I feel like I'm stalking or being a pest, but feedback would be really helpful as I move forward with my job search. I'm in my 40s, looking for senior-level/mgr/director job.

A: LinkedIn is a powerful networking tool and can be helpful in a job search. It sounds from your question that you are not angry, hostile and irritated. (Well… maybe a little but it doesn’t sound like these emotions are dominating your thoughts.)
Feedback is often helpful as part of the selection process. Sometimes HR professionals are reluctant to share feedback for a number of reasons. Some candidates express the need for feedback and then when you share feedback, these candidates become defensive and even downright nasty. Some candidates began to re-sell their skills and experience to you when, in all honesty, it is too late. The offer has been extended and accepted.

In your situation, you need to be willing and open to feedback before you contact this HR person. You have to be prepared to receive feedback that may be mixed, with some positive feedback but also some negative feedback.

I think you can send him a request to connect on LinkedIn. If he accepts, his acceptance is an encouraging sign that he might be willing to engage in further dialogue. If he ignores your request, I would interpret that as a sign that he is less than enthusiastic about connecting with you on a post-interview basis.

I suppose you could email him too since he has publicized his personal email address on his LinkedIn title. However, if he didn’t share this email address during the interview process, I would be reluctant to use it.

If you do connect with him, be professional, gracious and thank him for re-connecting. He may keep you in mind for other opportunities or refer you to other HR professionals. It is a small world and you want to leave a good impression.

Q: I would be interested to get your opinion on something that I've always wondered about when job-searching. In general, after sending in a resume for a job opening, is it okay to email them a week or so later to tell them you are still very interested? A friend told me to do this, but for some reason it just seems pushy to me. Is there a precedent for this? Is it tactless?

Thanks for any info you can provide.

A: I agree with your friend. Following up in a professional way is a recommended next step. It is a gentle balance between being too aggressive and inappropriate vs. expressing interest and inquiring about the next steps in the selection process.

In your specific situation, I would have probably re-submitted my resume using the new link that was available to job seekers on Monday afternoon. Sometimes these links are created to direct resumes to one certain mailbox or individual. You want to make sure that your resume lands on the right desk.

If you have an internal contact, I would recommend sending that individual a quick email with the job (and job number if there is one) in the subject line. That internal contact may recommend using the link to submit your resume.

Lastly, aggressive follow-up can be tacky, rude and concerning. However, sending a professionally crafted email summarizing your continued interest and identifying the available job can be a positive in your favor.

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. I have just been moved into a management role, and am being asked to hire an administrative person who will report to me. I am not used to being on the hiring side of the desk. I have interviewed people, but I’m not sure what to pay attention to when I am trying to hire a person that I will work with very closely. I know there is more to this than “do I like them” -- please give me clues on how to do this right the first time.

A. Job search candidates often wonder what is going on in the hiring manager’s mind, how they get selected for an offer, or why they don’t get that offer. With the process you are going through now, we can try to shed some light on the inner workings of the issues around hiring people. There are 5 points that hiring managers focus on, and candidates should keep these in mind if they hope to get the offer.

Whether you are using an agency, posting an ad, or networking to find the right candidate, you need to start with the job description. This document describes the tasks and responsibilities of the job, Point 1: the Skill Set -- specific knowledge, and educational background needed to be successful in the role. In the interview, or on the resume, you need to ensure you see the capabilities to do the job, either through a demonstrated ability or the transferable skills. You might also include Point 2: The Interpersonal Attributes -- on the job description if you believe they will be important to fit into the current culture. Is yours a team or independent work environment? Is there a great deal of direction provided, or do you need to be a solo-problem solver? Are you looking for people who love to multi-task, or highly methodical process people. There are no right or wrong answers – only right for your job and your environment. So develop honest answers to what is needed to be successful in your organization, and make sure you give the person the chance to tell you about their style.

What would work best interpersonally if a person is going to be added to a work group, or working with you? Is this a job that faces the public frequently where a significant introvert wouldn’t be happy. Or is it in a quiet office where an extrovert would be in the halls looking for people to make connections? Either of these can be appropriate in the right environment, and the reason you are trying to find the right match is Point 3: will they stay?

Turnover among staff takes up significant time and resources in any organization. It takes time to interview, create transition plans, and dedicate training time and resources for the new hire. Upheaval follows even with the most well organized plan. No one wants to have to go through the process again in any short period of time, so part of the hiring process is trying to gauge how long a person will stay. Will this job keep them engaged and give them opportunities to learn on the job. Is it at the right level so they aren’t overwhelmed but challenged enough? Does it make sense for them to be looking at this role?

All those answers lead into Point 4: Future Potential. Can you see this person staying long enough to grow into another role? It may not be up the ladder, but it might be another opportunity within your organization. If they are looking for advancement in 3 to 6 months, and that is barely enough time to be fully trained in this role, you put yourself into the next round of interviews. If you see the person offering a longer term relationship, bring stability to the organization.

Point 5: Are there obstacles to success for this person that you see, which they might not? Is this the first time the person has had to drive to work as opposed to taking the T – will that be an issue? Review any issues you foresee.

Get second opinions. Share what you are looking for in the ideal candidate, and have other people interview and provide feedback. Hopefully you will meet skilled candidates who can help you identify why they are right for the job. Hiring well is a skill that can be developed.

Q: In November I had a job interview for my dream job. I thought I absolutely nailed the interview and met with all members of management team. I was told that I should hear back within the next two weeks. I sent each person a personalized thank-you letter. Each letter thanked the individual for their time and recapped a piece of our conversation. I also re-iterated why I thought I would be a good fit for the organization.

This is my dream job and I really want it. I know the timing is crappy because of the holidays but shouldn't this process be done by now? Is there anything more I can do? Does this mean I didn't get the job?

A: I can understand your frustration. When you think you have found the ideal role and then it does not materialize, it can be maddening. This job hunting phenomena is sometimes called the “black hole” because the opportunity and any related communication seem to evaporate. It is discouraging for job seekers, but unfortunately a common complaint.

Several things could have occurred:
1. The company could have hired another candidate.
2. The HR Rep could still be soliciting feedback from the selection team. This takes time, especially in late December and early January.
3. The HR Rep may be pre-occupied with other pressing distractions.

I have one piece of feedback to share. I am concerned about the quality of your thank-you notes or emails. I had to revise and edit your original Job Doc question dramatically. There were several typos, run-on sentences and grammatical errors. Of course, submitting a question on-line to the Job Doc is not the same as thanking a prospective employer for an interview. However, you may want to have a trusted friend or colleague proofread your thank-you notes. I don’t know for sure, but your thank-you note may have been a factor in your candidacy.

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: Hi! I am frustrated and hope you can help...I was laid off 2 months ago from a toxic job, but still have not found employment. I have had a few interviews, but nothing has panned out. My most recent interview has me stumped - it went great (I thought), and at the end, the HR rep gave me her card, told me to call/email her any time for an update, and told me things about the 2nd interview. I sent her a thank you letter by email immediately. Then I received a rejection letter in the mail. Any ideas??

A: You raise a common situation that I think many of our readers have experienced during their job hunts. Let’s discuss the positives first.
• You are no longer in a “toxic” job.
• You have had a few interviews.
• There was some initial interest in bringing you back for a second interview.
• You understand the importance of sending a thank you note quickly.

What this tells me is that you are probably applying for appropriate jobs for which you are qualified. Your resume is also probably strong. You have an understanding of professional etiquette and have demonstrated that by emailing a thank you note quickly.

I don’t know what happened in your specific situation. I can offer several educated guesses but they are guesses and I can not be certain that any one of these reasons apply.

Some of the plausible reasons include:
• The employer hired someone else for the position. Another candidate could have been stronger. An internal candidate may have raised their hand during the selection process.
• The company did not fill the position. Or the employer has delayed the filling of the position.
• There was something about your thank you note that was not well received. Either the content or perhaps a glaring typo?
• Perhaps the qualifications or requirements of the job changed? After a hiring manager interviews several candidates, this can happen. After gathering intelligence from candidates, sometimes a different skill set is identified.

HR Reps sometimes have difficulty having these conversations with candidates. While there are candidates who welcome honest feedback, other candidates can become very defensive, even argumentative or belligerent.

Don't let this single outcome impede your search. Dust yourself off and keep swinging.

Q: I'm a well-educated professional with 20 years experience in my background. I've been trying to find a full-time job for the last three years with no luck. Is it possible that some employers find me overqualified or that my salary will be too high and they would rather hire a more inexperienced candidate?

A: Thanks for your question. You raise a very important point. I have received a lot of questions like yours. These questions have been asked of me through the Job Doc live chats (check boston.com for when these are scheduled, usually on Mondays at noon), through the Job Doc column and even from friends, colleagues and family.

Most candidates assume it is their age. Candidates will say, “Employers don’t want to hire me because I am 52 years old.” Or, “The hiring manager was 30 years old and seemed intimidated by my 20 years of experience.” Certainly age discrimination does exist. However, sometimes is not simply the age of the candidate.

I have found it is sometimes assumptions related to more experienced candidates. Very often employers see a 10, 15, 20 years of experience and assume that the candidate will request a very high salary. And of course, the employer would like to get the best “bang for their buck” so they look at lower experience levels. Sometimes it is not age, but a perceived “price tag.” Or sometimes it is the stereotypes that many of us may associate with a more mature candidate. We can not change your age or your years of experience but we can counter these stereotypes.

Here are some ways to better compete with less experienced candidates:
1. Demonstrate flexibility. Explain that you are flexible with respect to working conditions and job responsibilities. Avoid comments like: “At my age, I am not driving to Boston. When I was younger I would have, but not any more.” Or, “I don’t want to sit behind a phone and make 100 calls per day. I did that 20 years ago. I want to focus on higher-end selling.” Candidate don’t realize it but sometimes they are offering limitations when they are interviewing.
2. Consider deleting early or irrelevant experience from your resume. You can summarize your early experience as “Other Experience” and exclude dates and details.
3. Explain that your compensation expectations are reasonable. In this “new normal” economic environment, many employees are making less than they were just a few years ago. Focus on the total offer, not just the base salary. The commute, the benefits, the role, the company's mission's and the work environment are all important factors.
4. Be diligent about follow-up. Ask for the job.
5. Present yourself in a contemporary way. Ditch the 10 year old suit. Talk about current trends and technologies in your industry.

Good luck in your search. I do predict an uptick in hiring in 2012.

Real estate agent #1 hates the red tiles in our foyer. She tells us that right away.

(My wife and I are staying in Boston, but attempting to sell our house—for the second time. We're interviewing agents.)

"These tiles—they're the first thing you see," she says. She looks very unhappy.

Everyone knows the power of first impressions. I used to train salespeople on this challenge.

When you walk into someone's office for a sales call or a job interview, how do you start strong?

Generally, it's not by insulting the other person's flooring.

Sincere compliments work better. You might comment on the building, or the view, or simply thank them for accommodating your schedule.

Agent #2, within minutes of arriving, says she's obligated to read a disclosure form, as if informing us of our Miranda rights.

My wife, meanwhile, is leading the way upstairs. But this agent doesn't budge. She seems glued to the red tiles. I used to like those tiles.

So she reads the form, but sounds scripted and inflexible.

Do you ever sound that way?

Adapt to the other person. If the other person talks fast, speed up; if they like small talk, chit-chat; if they seem no-nonsense, follow suit.

Agents #3 & 4, a couple, show up on our doorstep, uninvited.

I'm not the sort of person who lets strangers into my house, unless it's at gunpoint.

But this couple is well-dressed and well-mannered—armed only with a unique selling proposition: "We've got some innovative and aggressive ways to market your house."

That's exactly what we're looking for. And knocking on our door—which no other agent has done, even though it's public knowledge that our first listing expired—demonstrates boldness.

Can you demonstrate what you're selling?

For example, if you say you're innovative, prepare some examples and testimonials of your creativity and, just as important, act that way. Walk in as if you're already on the job.

Well, I'd like to report that we hired the plucky couple, but we didn't. Turns out, they were long on flair but short on experience.

Also, their company name, "Depart Realty," focused on the seller's concern (leaving), not the buyer's (arriving).

Their yard sign, "DEPART!" implied, "Get Me Out of Here!"

And if a buyer came to the house, that's what she'd see. Even before the tiles.

Tip: In high-stakes meetings, sometimes all you get is a few seconds. Send a powerful message, immediately.

© Copyright 2011 Paul Hellman. All rights reserved.

Q. I am interviewing for a job. Before they make an offer, the company completes a background check. I don’t think I have anything to hide, but that depends on what they can find out about me. What do they want to see, and what will they be able to get access to?

A. Almost all companies do some research into the backgrounds of their candidates. There is a significant range in the depth of background checks conducted by organizations in different industries, or for a variety of job functions. Employers directly, or through utilizing the services of a third party, can conduct background checks. Most often employers want to check references. They are interested in nuance, and what the reference has to say, or not say, about the candidate. Names of references are either provided on an employment application or provided separately by the candidate giving permission to conduct the reference check.

Kellie O’Shea, with Creative Services, Inc., which performs background investigations and drug testing programs, explains, “There are hundreds of different background search components. An employment background check will include at a minimum, a criminal background check and a social security trace which is a tool used to identify alias names and previous addresses of the candidate. The check will verify past employment (usually the last three employers or ten years of employment) and confirm education credentials. Where regulated or recommended because an applicant will be driving as part of their job, employers will run a motor vehicle driving record. In some cases, if an applicant is working in a financial capacity or with cash, employers will run a credit report.”

O’Shea notes that, “When a third party, a consumer reporting agency (CRA), conducts a background check, separate from the reference check, the employer and the CRA are subject to the Federal Fair Credit Reporting Act (FCRA). If a CRA conducts the background check, a clear disclosure is required regarding the background check. These disclosures are usually accompanied by a release form that includes a wide scope of search types allowed in the background check.” There is a trend of states restricting the use of these credit reports for employment purposes.

Social media has offered new areas for recruiters and employers to screen potential candidates. According to a survey conducted by Harris Interactive, 45% of HR professionals are using social media sites in recruiting, including to screen out potential new hires. Publicly available information on social media sites can get you knocked off the short list.

So clean up your on line persona, ask about the nature and scope of the background search being done, read consent forms closely and request copies for your records. More than you imagine is available for an employment background check.

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.

Thank you for your column in the Boston Globe about saying "Thank you.” I find that an honest rendition of those two words merits much in return.

Could you please address the regrettable habit that has sprung up, that of a reply of "No problem" as opposed to "You're welcome?" I am routinely getting this answer, particularly from the younger set, particularly from people whom I have just thanked for doing their job, the one they get paid for! "No problem" sounds insincere and insouciant. Of course I am 72 years old, so perhaps this is a change I should learn to accept. I hope not!

S. C., Oak Bluffs, MA

You’re welcome, Sara.

Unfortunately, that phrase seems to have disappeared from our language. How often do you hear it as opposed to how often you hear someone replying to a “thank you,” by saying, “Oh, no, thank you.” Whenever I hear that return “Thank you,” all I can think is, “Why are you trumping my ‘Thank you’ with your ‘Thank you?’”

When you respond to a “Thank you” with “You’re welcome,” you are acknowledging the thanks and letting the person know you appreciate it. To say nothing when someone says “Thank you” to you is the equivalent of ignoring the person, and nobody likes to be ignored.

If you really do want to thank someone in return, saying “You’re welcome; and thank you, too” is the best solution. Saying “You’re welcome” first removes any implication that you are simply dismissing the person’s “Thank you” by not acknowledging it.

“No problem” has wormed its way into the normal dialogue we experience with each other. I hear it from all ages of people, not just young people, and I’m inclined to accept it as part of our language today. That said, the same advice holds true for a “No problem” or “It’s nothing” response to a “Thank you.” Precede it with a “You’re welcome,” and now it works perfectly well as a response.

So, today, tomorrow, the next day, take a moment to think about how you’ll respond the next time someone says “Thank you” to you. Try bringing back “You’re welcome” as the first thing you’ll say in acknowledging the “Thank you.” You’ll put a smile on the other person’s face, and that is the real point.

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 have to relocate to Boston from Southern California due to family obligations. I will pay for my move myself, and I have a residence in Massachusetts. I have applied to many jobs via email, but nothing. I'm about to take out a display ad in the Globe. How can I get noticed?

Conducting a job search in Boston from Southern California is a challenge but not an insurmountable one. A hiring manager may be assuming that you expect the company to pay for a move and that your time to start a new role may be delayed.

Here are some options for you to consider:
1. Join Linkedin if you haven’t already. Connect with as many professional contacts as you can, especially in the Boston area. Also join groups that are appropriate for your career and Boston-based professional associations.
2. If you attended college in the Boston area, re-connect with your college or university. Educate yourself about what your alumni association offers.
3. Use your Massachusetts address on your resume.
4. Consider obtaining a Massachusetts cell phone number before you make the move.
5. Be clear in any communication that you expect to pay for a move yourself. Also be clear if you are returning back to the Massachusetts area. To most recruiters, returning to Boston is more appealing than relocating to Boston.
6. While email is one tool, use all online tools to their fullest. LinkedIn, Twitter, etc can all be effective and helpful in a job search.
7. If feasible, consider returning to Boston for a few days during the workweek. Try to schedule 1001 coffee meetings, lunches, quick sandwiches during that period of time. Make sure that you are gracious to all who fit you into their schedules. Send a thank you note to all who meet with you.
8. Use job boards. These can be helpful with your job search, especially those job boards that can help you search in a specific geographic area.
9. Pick up the phone. Call your contacts and search firms. Schedule phone meetings to pick the brains of current and former colleagues.
10. Check boston.com daily for who is hiring and who is not.

Job hunting from afar is more challenging than in your own backyard. However, you can be successful.

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?

I always try to say something like “Hello, Attached please find my cover letter and resume to be considered in your search for a Product Branding Marketing Assistant. I believe this is a wonderful opportunity for me and I look forward to speaking with you soon,” but I'm never really sure what to put.

A. Before email, these messages were considered “letters of transmittal” or the message saying there is a message to follow. Kudos to you for knowing that every communication you send matters to a hiring manager and attention to detail keeps you moving forward in the process.

The job search method of last resort is an emailed resume and cover letter, but even here there are things you can do to improve your chances of getting your materials read.
First exhaust all methods of networking to get introduced to the hiring manager, a person in human resources, an employee in the area you’d like to work in, or any current employee. Your goal is to meet with anyone at the company so they can hand carry your paperwork to the appropriate people. If that doesn’t happen, try to get the name of the right person to send the email to so that you don’t have to send your resume to the black hole at jobs@...

In addition, see if you can have a conversation with anyone who works at the company. Many organizations have employee referral programs, and employees are incented to introduce people to the organization. They can get anywhere from $500 to $2500, or more for referring a person who gets hired. This might be the motivation they need to let you use their name.

The "TO" section is now filled with a live person, and you can get a phone number so that you can make a follow up call after you send your resume. In the "SUBJECT" line use “Referred by (employee name) for (job title)" if you were able to make that happen. It will catch the attention of the hiring manager and encourage them to read on. If you don’t have a referral source, use something descriptive and positive as the subject like “Proven (or exceptional) Product Branding Marketing Assistant.”, Take the opportunity to differentiate yourself.

In the email intro, change the approach from why the opportunity is good for you, to what you can do for the company. “The materials describing the contributions I have made in Product Branding Marketing are enclosed. I look forward to the opportunity to discuss how I can have a positive impact with (company name).”

Hiring managers have very little time and attention for written correspondence, so you need to maximize every opportunity you have to get them to the next step of reading a great resume of accomplishments, and a cover letter explaining how you will make significant contributions to the company. Try and focus on what is in it for them.

Q: What is the best way to address company name changes on your resume, when those changes happened years after you left the company? My alma mater changed its name about 10 years after I graduated, so I use the current name on my resume. But one of my former employers (mid '90s) merged with another company and changed the name. Which company name do I use on my resume, the current company name, or the name of the company when I worked there? Or both, i.e., "ABC (formerly XYZ)"?

A: Great question, especially in this age of mergers, acquisitions and consolidations. Your question also triggers an additional question on reference checking. For example, what company information do you provide so a prospective employer can verify your professional work history?

I like your suggestion and it mirrors what I often suggest to candidates. As an example, perhaps you worked for Shawmut Bank in the 80’s. Shawmut Bank is no longer a stand-alone entity. Through a series of acquisitions, Shawmut Bank is now part of Bank of America. However, these transactions occurred well after the time you were actively employed at Shawmut. Using your example, you could represent this part of your employment history as:

Financial Accountant 1983 – 1986
Bank of America (Shawmut Bank is now part of Bank of America)

Alternatively, you could also state this part of your employment history as:

Financial Accountant 1983 – 1986
Shawmut Bank (now Bank of America)

There may be some instances when you may want to omit one of the above names. If a former employer has a tarnished reputation, perhaps then you should leave the company name off your resume and simply list one company name. It is important to state the current or most recent name of the company for reference checking purposes. For example, it would be a challenge to contact Shawmut Bank to verify your employment since the company is no longer in existence! You would want to make sure that you list Bank of America’s name as they likely have the records for former Shawmut employees.

With respect to colleges and universities, you can use a similar approach. However, in this instance, I would suggest using the current (and perhaps more recognizable name) followed by a parentheses explaining the former name, if needed. As an example, you could list University of Massachusetts at Lowell (formerly University of Lowell). Or even, simply University of Massachusetts at Lowell may be the best choice.

Q: I am a manager of a small IT (information technology) team. I am disgusted at how unprofessional many candidates are when supposedly they are so very interested in a new job. Candidates don't dress appropriately. All of their answers are filled with "you know" or "like" or other slang terms. I had one candidate refer to me as "dude" in our interview. Here I am ready to hire and I can't find anyone that understands basic professional decorum. No one sends a grammatically correct thank-you note. And their follow-up is non-existent. And I won't even mention the texting, checking their phones, etc. during breaks between interviews. Do you see this as frequently as I do? I don't feel it is my job to coach candidates on how to behave professionally.

P.S. I often post this column on my office door to share with my team members.

A: I can sense your frustration as a hiring manager. You share many valid concerns, many of which I have heard before. I have personally witnessed some of these concerns as well. Let me try to offer some (hopefully helpful) advice to these candidates.

1. Dress the part and then some. What do I mean? Dress NOT for the role for which you are interviewing. Dress how the hiring manager dresses. It is better to be over-dressed than under-dressed. No wrinkly shirts or pants. Good hygiene. Get a haircut. Brush your teeth. Look professional, presentable and enthusiastic.
2. Have a trusted colleague or family member ask you sample interview questions. Be careful of the crutches many of us use. The "you know" is a common one. Especially when nervous, these phrases seem to slip out more frequently. "Dude" is definitely not a noun that should be used to address a hiring manager, ever.
3. Thank-you notes are a must. Make sure that the note is polished and crisp. In some companies, an emailed thank-you note is fine. For more formal companies, I would suggest a type-written mailed thank-you note.
4. Keep your phone out of sight and silent. No one should even know you have a phone with you.
5. Before ending an interviewing (whether in-person or on the phone), a candidate should always ask about follow-up. An example: "Thank you so much for taking the time to talk with me today about the IT Specialist role. I am very interested in this role. What are the next steps? How should I follow-up with you?"

Good luck with your future hiring!

Q: I recently landed my first job after graduating in May. However, I am confused about my offer letter. In my offer letter, it says that I will be an "at-will" employee. I am not familiar with this term. I have signed the offer letter but not sure exactly what this term means. Can you help explain this to me?

A: Congratulations on landing your first job after college! This is an achievement! Kudos to you!

Most employees working in the United States are "at-will" employees. This term means you are not working with an employment agreement in place. And it also means that you will not be a member of a union. Don't worry too much though. Most employees in the US don’t have employment agreements. Employment agreements are most often used for senior-level hires (e.g., Chief Executive Officers, Vice Presidents, etc.) And most employees are not members of unions. According to the Bureau of Labor Statistics, about 11.9% of all US workers were union members in 2010.

The term "at-will" simply means that you can resign or leave your job at any time. It also means that your employer can do the same: terminate you at any time for any reason. You don’t have to give your employer notice that you are leaving your role and they don’t have to give you notice either. However, most employees, as a professional courtesy, do provide their employer with two (or more) weeks notice before leaving the company.

Most employers incorporate the "at-will" language in offer letters to newly hired employees. The employer is trying to clearly explain the terms and conditions of your offer. Your offer letter probably also confirmed your salary, start date and title. It may have also included information on where to report on your first day as well as what to bring with you.

A quick article that you might find helpful since you are starting your first job:
“Seven ways to make the most of your new job.” To read, visit http://www.boston.com/jobs/galleries/seven_ways_to_make_the_most_of_your_new_job/

Q. I am relocating to Boston from a small town out of state. Prospective employers are asking what salary I was making and using that as a basis for what they will offer. This is comparing apples to oranges. I do not see the relevance of what I was making in a small town versus a large metropolitan area. How can I politely ask what they are offering?

A. Welcome to the big city! Prospective employers want to know what all candidates were making in their prior jobs, not just those who are relocating. Salary comparisons do set the tone for what an organization might offer you. "Comps" provide information about where you were in a certain salary band or grade, particularly when a title doesn't offer as much information as needed to differentiate the many levels within one role.

But you now have tools to help you. For many years organizations bought propriety research relating to salary surveys in a variety of industries. The government provided information comparing cost of living in various geographic areas. Companies used these tools and others to make competitive offers for new hires and to provide equal standards of living to employees who were asked to relocate from rural to urban settings or the reverse.

With these tools now easily accessible to job hunters through sites like salary.com, you are equipped with the same kind of research that companies have had at their disposal for years. The information they are asking of you is relevant so don't have a bad attitude about being asked questions. Anticipate these questions, prepare for them, and develop answers which will work in your favor.

When you are asked about your previous compensation, your answer would include: "At my previous firm, I was making in the high $XXX's which was the top of that salary band. My research suggests that this geographic area carries a 25 to 30 % higher cost of living, with a matching increase in competitive pay for a role with these responsibilities and someone with my level of experience. What is the compensation range you have for this role?".

This statement needs to be made in one breath, and with confidence. You may be asked where you got your research, which you will easily be able to discuss. You gain information about the range set for this position. It isn't an offer but you now have information about their thoughts about the role, and the company has a clear view of what you will see as a competitive offer based in data, and not just desire.

There are other ways to get additional specific information from other web sites including glassdoor.com, which offers "inside information about jobs & companies". This information includes interview questions, compensation data, and comments about cultures of specific organizations. Make sure to compare any web data you receive with other sources like placement or search people, and from former employees who may be available to you via LinkedIn.

This preparation and a good attitude about sharing actual information and data should get you the competitive offer you are looking for.

Q: I am an undeclared student entering my sophomore year of my university. I have always enjoyed physics, science and chemistry. I have thought about declaring engineering as my major. I am not sure what type of engineering careers are promising. I’ve seen a few job postings for Materials Engineers. These postings have interested me. What types of companies typically hire this type of engineer? What is the job outlook for these roles? What do hiring managers look for when hiring Materials Engineers? If I don’t land a job after college, my parents will be very upset. I want a job that I enjoy though.

A: Materials science is a diverse field that involves creating and improving materials such as metals, polymers, and nanomaterials to name a few. There are many incredible opportunities which will allow you to continue to use the skills that you have learned in physics and chemistry. You are fortunate to have an interest in this area.

According to the Bureau of Labor Statistics, job opportunities for engineers are expected to be quite good. Starting salaries are typically higher for engineers, as compared to other college graduate degrees. For more information, visit http://www.bls.gov/oco/ocos027.htm.

I consulted Steve Milt, Chief Operating Officer at DSA Detection in North Andover, Massachusetts. Milt recommends, “To get started in your career it will be important to choose an industry that interests you. Traditional employers for materials engineers include aerospace and electronics companies, but the list extends broadly to medical devices and biotech, green technology and companies like mine, DSA Detection, that are focused on the security industry.”

Milt further offers, “Finding relevant internships and summer jobs to build a track record is an important first step. Select an industry and find a paid or unpaid job during the summer or during the school year. Treat it like your most important class. If your first job isn’t a great fit, that’s ok, because materials engineers can transfer across industries somewhat more easily than other types of engineers. Employers take a chance every time we hire a new employee, so we look for markers of commitment and career progression, like completing projects with business value and receiving increasingly challenging work assignments. These internships and summer jobs are an important chance to make yourself highly marketable at graduation time.”

Many materials engineers choose to pursue advanced degrees as they progress through their career. Milt explains, “If you establish yourself as a high performer, your future company may be willing to pay for all or part of your advanced degree. At DSA Detection, high performer means understanding project goals, completing tasks on schedule, showing good communication skills, all while being a fun person to work with. As an engineer you will build good analytical and decision-making skills, which may lead to greater responsibility and management opportunities down the road.”

Q. In a recent interview I was asked, "Is this the only position you applied for at this institution?". I told the truth -- that I did apply for two other jobs there. My question is: what do you think was, or would be, the impression of the interviewer if they knew that I applied for more than one position in their institution? I know it's not illegal to do so, and I am tempted to do it again to increase my chances of getting a job, knowing that I have the skills, experience and attitude to do what the job/s require.

A. Telling the truth in interviews is a step in the right direction. And you need to take it a step further. There are many questions that interviewers will ask which need more than an answer -- they need an explanation which eliminates a concern, or enhances an asset. With a question like this, your job is to figure out what the concern behind the question may be, and how to address it, so that you move your candidacy forward.

In the hiring process, managers and human resources staff like to believe their role and their company is the only job and organization you ever wanted to join in your career. If you applied for many jobs, they will ask what it is you really want to do. If they imagine that you are easily attracted by other roles, and/or organizations, and their opportunity is something to tide you over until you get the job you really want, they will turn the other way. They want to know if you are interested in the benefits, the short commute, or something else that has nothing to do with the actual work the organization does. The fear they have is that you will be off to another position as soon as you can, and they will be starting the recruiting process all over again.

Since on line applications make it so easy for people to apply for jobs, hiring managers are aggravated by the need to review resumes from people who have few qualifications for the responsibilities in the role. Multiple applications to the same organization aren’t illegal, but they won't necessarily increase your chances of being hired. When anyone says, or acts as if, "I need a job -- any job ", hiring managers are turned off. And in an interview, or by applying to multiple jobs within one organization, you can imply that you interest is only in having, “a job – any job”.

To reassure them that you aren’t spamming their applicant tracking system, your answer might be “Yes, I noticed that there are two other jobs looking for the skills and experience I have -- both called for X years of experience, a demonstrated ability to X, and quantitative and project management skills. Because I possess all of these traits and experience, I have submitted my resume”. Your job search activity needs to make sense to the hiring manager, and a good explanation will help showcase the strengths you bring.

Hiring managers, HR people, and recruiters want to see a track record of the skills and accomplishments needed to be successful in the role they are offering. They also want to be reassured that the job they have is the one and only job you want.

Q: I hear all this information about personal branding and branding yourself as a candidate. Branding is now a job search technique? Can you explain this to me?

A: Great question. I consulted Dan Schawbel, author of Me 2.0: 4 Steps to Building Your Future and Founder of Millennial Branding, to help me better answer your question. According to Schawbel, “Personal branding is about discovering what makes you special and unique in the marketplace and then communicating that, through multiple mediums, to the right people. By using your distinct personality, publishing content related to your expertise on blogs and social networks, and connecting with as many professionals as you can, you will have a leg up in the job search process. Think of the internet as the new global talent pool. It's not just about searching for a job anymore. It's about recruiters finding you on search engines and social networks based on the visibility you create from the content you publish. Nearly 90 percent of companies are recruiting on social networks and 64 percent have hired through a social network this year (source: Jobvite.com).”

According to Schawbel, you may want to create a "personal branding toolkit," which includes profiles on the main social networks (Facebook, Twitter, LinkedIn and Google+), in addition to your own website (yourfullname.com), and a business card. Schawbel recommends “constantly and prolifically communicate your brand through your networking profiles, events, forums, speaking engagements, and more.”

Schawbel and I agree on the importance of LinkedIn when it comes to launching a search for a new opportunity. A complete and robust LinkedIn profile is important. Growing your LinkedIn network is important too. LinkedIn is a good forum for sharing your expertise with others. There is an incredible amount of business intelligence shared on LinkedIn. Although LinkedIn is a powerful networking tool, it does not replace the old-fashioned in-person networking and relationship building. It is an incredibly helpful tool to connect (and re-connect) with contacts new and old.

Q: I am about to begin a job search. I haven’t done this in a long time. What one tough question should I be prepared for? In your opinion, is there one question that is really tough and stumps many candidates?

A: You are smart to prepare for a job search. Preparation is critical to a successful search.

When I read your inquiry, one question immediately came to mind. The question isn’t really even a question. I think many interviewees are stumped by “Tell me about yourself.” Candidates often are unsure of where to start, what to include and what to exclude. A well-prepared candidate has thought of this question in advance. A very well-prepared candidate has practiced an intelligent response before it is asked.

Some tips:
1. Don’t start with where you were born, how old you are, how many kids you have, etc. It is too personal and not relevant.
2. Do start with an overview of your professional career and capabilities.
3. Provide relevant examples of your successes and/or strengths.
4. Link your answer back to what you know about the role.

One possible response to "Tell me about yourself" when interviewing with XYZ Company:

I am a seasoned Business Development professional with more than 10 years of professional work experience. I consider myself a “hunter” in that I have been successful in landing new clients and building profitable relationships throughout my career. After graduating from ABC College, I was fortunate to have joined DEF’s training program in sales and business development. This formal training followed by practical work experience was an ideal entry into business development. I remained with DEF for five years. I was promoted twice at DEF. In 2006, I joined GHI. GHI is a venture-backed technology firm, similar in size to XYZ Company. I was in a business development role at GHI and landed several high profile clients, including STU, QRS and LMO. I have enjoyed the role tremendously at XYZ but I am considering other opportunities in the eastern Massachusetts area. I am concerned that XYZ will be unable to secure another round of funding in this climate. I think there are a number of similarities between the role at GHI and the job description that you have shared with me, especially the focus on landing new clients in a competitive environment.

With the sample response above, I have attempted to summarize “my” professional work history. I’ve highlighted strengths and reasons for looking at a new opportunity. My intent is to deliver a response that is positive, professional and credible. Every question asked of a candidate is an opportunity, an opportunity to provide positive information about your candidacy.

Q: I am a new supervisor. I recently began the hiring process for a position which now reports to me. I have a question that I am embarrassed to ask anyone here. Several candidates have completed our company’s employment application in a very sparse way, answering some but not all of the questions. They often will write “see resume” or “see attached” particularly in the sections which ask about the candidate’s employment history. I am not sure if this is acceptable. Candidates often attach a resume to the application form. Do you have an opinion about this?

A: Great question. Let’s start off by discussing the purpose of an employment application. The purpose of an employment application is to collect and document job-related information about a candidate. If used, an employment application should be given consistently to all candidates for a specific position.

Resumes are usually developed by a candidate. The main purpose of a resume is to showcase a candidate's background and skills in the most positive light. There is no requirement to include all positions held or even accurate information. Some candidates will omit negative information, like a position from which they were terminated.

Most companies that use an employment application are looking for detailed and consistent information about a candidate. Often an employment application form will include “fine print” on the bottom or top of the form. The “fine print” discusses that the information provided should be truthful and complete. It may even explain that a candidate could be terminated if the information provided is not complete or truthful, regardless of when this misinformation is discovered.

Your instincts are on target. You should require all candidates to complete the employment application form. A resume may contain inaccurate or incomplete information. When a candidate signs an employment application, the candidate is agreeing that this form contains truthful and accurate information.

I would suggest explaining to candidates, in advance, that you require all candidates to complete the employment application fully. You can encourage candidates to submit a resume also but be clear that the completed employment application is required. I have even had to say “please don’t enter explanations like ‘see resume’ on the employment application form.”

Good luck in your new position!

Q: I have never seen this question in this column before. I am a hiring manager of a growing company. We are selectively adding to our team of engineers. Because of the economy, we have many qualified candidates from which to choose. Sometimes we narrow down the pool of candidates to a few final candidates and then select one that we think will best fit with the team. I have had to turn down many strong candidates. One candidate though has been a bit too overzealous in her follow-up. I often suggest to a strong candidate (who may have been turned down) to follow-up with me periodically. And most candidates will email me every few weeks if they are still interested and looking for a job. This is fine. However, recently, I had a candidate who called me 2-3X per week since May, 2011. Then she will email me minutes later saying that I have not returned her call. Her tone will be aggressive and demanding. She has asked our receptionist for my cell number saying that she has trouble reaching me. Once she even stopped by our reception desk and left a small gift for me. The last straw was that she found me on Facebook and has asked that I “friend” her. I am getting nervous about this woman. She is behaving in a way that is too forceful. I no longer will consider her for our next position. What can I do?

A: Thanks for your question and I can almost feel your anxiety as I read (and re-read) your question. I have run across a few candidates with similar behavioral traits. Simply said, these behaviors can be frightening.

You should put this candidate on notice that her follow-up behavior is beyond what is acceptable. Maybe you did not specify how frequently she should follow-up with you (e.g., once per week or once per month?) or what method (e.g., email or voicemail or only if you have seen a position posted on our website?). However, she has gone beyond what most would consider reasonable and professional limits.

I would suggest emailing this candidate a clear message. The email could read like this:

Mary, I have received all of your emails, voicemails and even a gift from you. I think your follow-up has been excessive. Please discontinue contacting me. I wish you the very best in your job search.

Sending an email provides a “paper trail” of evidence that unquestionably communicates to Mary that her behavior should stop. It may be helpful to have a copy of this email if you ever have to file a complaint against her.

If Mary’s behavior continues, you should consider further action to protect yourself and others in your company and family. If you have building security, I would notify them. You may also want to notify the local police. Stalking and harassment are against the law in Massachusetts.

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 have been unemployed for over a year. I have applied to hundreds of jobs and only had a few interviews here and there. Office work, retail… I’ve been applying to everything with no luck. Since I’m home most of the day, I’ve decided to work on my dream of becoming an author. I’ve finished a novel (that hasn’t been published yet) and I wrote some short stories and freelance articles. I thought by putting I’m a writer on my resume would show that I’m proactive and I haven’t been sitting on my butt not doing anything the past year. Putting this on my resume has backfired because the past few job interviews I’ve been on, the interviewer implies that I would rather stay home to write then work for them. I’m barely making any money and I need a real job. How do I get a hiring manager to understand I’m serious about getting hired?

A. Your job search so far seems to be defined by what you haven't done more than what you have done over the last year. While I applaud working on your writing skills, effective job seekers aren't "home most of the day". Take a look at where you find motivation. Is writing a "dream", or an actual goal? You have applied for every kind of job there is, but with no target, or action plan it will be very difficult to show that you are serious about getting hired.

Hiring managers want to see that you have maximized your time off, especially when it is an extended period of time. But they also want to know what it is you can do for them. They need to see the skills, experience, knowledge, and capabilities you have and how they make you successful in the position.

Many job seekers succumb to the pressure of finding a job and forget to focus on what they have to offer. Many people go right into action mode, without taking the time to do a self-assessment to identify their skills, values and interests. Doing this work will help you develop the right target, and strengthen your answers to interview questions.

Right now your writing is a great avocation. Often the best job matches are made when an avocation, hobby or interest, is woven into a career. Focus on jobs where your work experience can be combined with your writing. You may need to develop a portfolio of writing samples, especially if you were paid to write them. Develop a broad target by looking into a variety of industries and functions to see which positions need the skill set you bring, and get active.

You can't conduct a successful job search at home. Build a great LinkedIn group. Set up face-to -face networking meetings to talk about the skill set you bring, and the kind of contribution you can make to an employer. Anticipate at least 100 face-to-face meetings before you find the right opportunity. It is a competitive market. Commit to using your skills in this next job. You can continue the writing and publishing on your own time, after you are employed.

Q: I am interviewing for a sales role for a medical device company. The company has asked me to fly out to their headquarters in southern California to meet with the VP of Sales and some of the other senior leaders. When we were discussing the possible travel dates and logistics, they said that they would need my exact name (not a problem) but also my date of birth. When I asked about the date of birth requirement, they said that this is a TSA regulations requirement. Isn’t it illegal to ask my date of birth at this stage of the interviewing process? Is the date of birth a valid TSA requirement?

A: You are right to be concerned about what you may be asked during the interview process. The law does limit, and in some cases, completely prohibit, an employer’s questions with respect to an applicant’s age, race, national origin, religion, disability, criminal history or other “protected class” status.

However, your situation is a bit different since traveling to the employer’s site was a required step in the interview process. I consulted Attorney Jeffrey A. Dretler, Partner of the Employment Law Group at Prince Lobel Tye LLP. Dretler confirmed my initial analysis. In short, the medical device company with whom you are interviewing has not violated the law if it requested your date of birth in order to make flight arrangements for you to travel to California to interview. Dretler explains, “The company is correct that the Transportation Security Administration (TSA) requires all airlines to collect the date of birth and other information from its passengers. If this candidate booked his or her own travel, then the company would not need this candidate’s date of birth for this purpose and very likely would not have any other valid grounds for requesting the applicant’s date of birth at this stage of the interview process.”

Since the company with whom you are interviewing appears to be asking for your date of birth in order to comply with federal law (i.e., TSA regulations), the inquiry appears to be permissible under both federal and Massachusetts law. If the company were not making travel arrangements for you, and still was inquiring about your age or other protected class status, you should ask the company why it is requesting that information. If it does not appear to you to be related to legitimate job qualifications, you may wish to consider contacting a competent attorney or seeking guidance from the Equal Employment Opportunity Commission or the Massachusetts Commission Against Discrimination.

Q: After nine years of service, I was laid off by a large Boston-based company in January, 2010. I have picked up some contract and consulting work for short periods of time through friends and colleagues. However, I can see from the interviewers’ faces that I need to work on a response to one question. I am tired of the question, “why do have such a large gap in your employment history?” I want to say, “because I was laid off…. isn’t that obvious?” These interviewers are so callous and don’t understand that being unemployed for over one year takes a toll on a person’s self-esteem. So Job Doc, how do I answer this question? I will follow your advice. I just need to know what to say.

A: Thank you for submitting your question. This question could have been written by hundreds of job seekers who share your frustration.

Let’s start with the positives. It sounds like you probably enjoyed a stable work history prior to being laid off. This is important information to convey and highlight during any interview. Also, you have secured some consulting and contract roles. These roles should be included on your resume and mentioned during the interview.

And that question, about the gap in your employment (however it may be phrased), should be expected. You will get that question again. Expect it, prepare for it and don’t let it irritate you. An interviewer is trying to find out what occurred during that gap. It could have been that you left your last company because you were tired of travel. Or you left your last role to care for a sick family member. Or you left because you were fired after you were linked to embezzling company funds. All three are possible reasons and all three reasons are very different.

Here is my best advice. When “the question” is asked, don’t get emotional. Expect it. Prepare for it. This part of the interview may play out like I’ve described below.

Interviewer from XYZ: So John, you have been out of work for over a year. That’s a long time. Tell me about the circumstances of when and why you left ABC and tell me what you have been doing since you left ABC.”

You: Jane, thanks for giving me an opportunity to explain. First, I should point out that I was with ABC for nine-plus years. I started with ABC right out of college and then was promoted three times. Like a lot of companies, they struggled financially in 2008 and 2009. I survived three layoffs but finally in early 2010, I was laid off too. As you probably recall 2010 was a tough year and a lot of Massachusetts-based companies were not hiring. Fortunately, through networking, I have been able to secure quite a few consulting roles with several small- and mid-sized companies. What I have learned is that I thoroughly enjoy working in smaller, entrepreneurial environments, much like XYZ.

In short, what you are communicating is that you:

1. have had a strong professional work history and that the lay-off was an aberration and due to the overall economic climate, not your performance
2. you are not bitter or angry but you are looking for your next opportunity with a positive outlook and enthusiastic demeanor
3. that you were proactive and an effective networker which enabled you to land several consulting roles

You have woven in many positive comments about yourself and your work history. Your final comment is linking your abilities and preferences back to the opportunity being discussed.

Every question asked during an interview is an opportunity. Don’t run from it or take offense! Instead prepare by crafting a response to showcase your abilities, skills and relevant experience.

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. I have a Ph. D. in life sciences and have been having a terrible time trying to find work. I finally got an interview with a fantastic, internationally renowned organization. I am qualified and know it would be a job I would excel at.

I had an initial phone interview with two of the top three executives/CEOs, and it went well. They flew me in for my second interview. I felt that these were good panel interviews - each an hour long - but sometimes you think it went well and perhaps it didn't.

I followed up with an email to all members I interviewed with, and I also sent a follow-up email to the CEOs I initially met. I was told that they would let me know their plans next week. Fast forward - it has been over a month, and no response. No email, letter, or phone call to let me know that they went in a different direction.

I find this extremely rude behavior for an organization of this caliber. How do I word a letter stating my feelings? – I want to point out that it is clear they have gone a different direction and I was not chosen, and that while I am disappointed in their notification process, I wish them the best.

A. Job seekers who are accomplished and degreed, as you are, still face disappointment and frustration in the job search. I am not sure you have taken this into account as an expected part of the process. Your frustration is understandable, and how you choose to deal with that feeling is important. You might consult a previous Job Doc article that I wrote on January 8th, 2009, titled Why No Updates After Job Interview?, for ideas on why this happens.

In your next interview, you will need to create a situation that ensures you can get feedback. This is within your control. Throughout interview processes, candidates are encouraged to develop relationships with all people involved in the search process, not just the most senior people. Early on, you probably spoke with the assistants to these senior staff members. Make valuable use of these interactions. They have access to a great deal of information, and are typically more accessible. Make sure you engage these people in your process. Ask about them, their lives, their jobs, and their responsibilities in the interview process. Ask their permission to call them if you need help or information.

Through these conversations, you will be able to follow up with assistants and receptionists after any step in the process –whether you want to learn how to submit for expense reimbursement, or find out where in the decision process the company is. You can call to ask if there is a best time to reach the person you would like to speak to, or if it easier to schedule a call. There are many reasons for a lack of follow up on the part of a company – plans change, perhaps they made an offer and want to wait to see if it was accepted. Burning any bridge, whether you feel it is justified or not, may feel better in the short term, but can cause long term damage to your search.

The reality is that you don’t need to send a “final” letter. It may provide you some “closure”, but you are really looking for the last word, which will not serve you well in this process.

Q. I have recently been offered a job contingent on my background check. The job is with a hedge fund, handling financially sensitive information (which I assume means they will perform a thorough background check). Would an open container ticket from 2008 in another state show up in the background check? Should I disclose it in the offer, next to the line stating, "Would you like to disclose any information prior to the background check?"

A. Congratulations on the job offer! Great industry and I applaud you for looking at the details involved in taking an offer to a fully successful close. People do have offers withdrawn for a host of reasons, and many people can’t believe this can actually happen.

Your goal is to make sure that the organization prepared to hire you has no obstacles in the way to making that happen. References and background checks are part of that assurance. Employers are sensitive to the backgrounds of their employees, and background checks can uncover small and large issues. Asking the question allowing you to “freely disclose” anything you might like to share can be frightening to people who may have small blemishes on their records.

I consulted with Attorney David Conforto, from Conforto Law Group, (confortolaw.com) a boutique law firm based in Boston specializing in employee legal support. Conforto reports “The timing of your offer is good! In August 2010, Governor Deval Patrick signed into law CORI Reform. This law became effective in November 2010 and restricts the criminal record information that Massachusetts employers can request from prospective employees even after the initial written application. Under the law, the employer's criminal background check cannot include: (1) felony convictions that have been closed for more than 10 years; (2) misdemeanor convictions that have been closed for more than 5 years; or (3) a prior first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray, or disturbance of the peace.”

There is great sensitivity in handling the issues and questions surrounding the offer and background check. Conforto recommends consulting with an attorney to make sure the job offer is contingent solely on a background check, preferably through e-mail. You need to ensure that you do not raise red flags by asking the question, and that your inquiry is seen as a clarification only. If the job offer is withdrawn, you will be certain it was solely because of the results of the background check.

Second, consult with an attorney in the state where the violation occurred to determine if it is considered a misdemeanor or a lesser offense. If it is a lesser offense, it should not be included as part of the background check. If the offense is, in fact, a misdemeanor, it is unclear at this point whether an open container violation satisfies the exclusion in the third prong as a ‘minor traffic violation’.

Always answer the questions on the background check truthfully. Do not raise issues, which do not need to be raised, and by doing your research prior to risking an offer, you should be able to pass the last screening step with no issues.

I went for a job interview this morning that was set up by a contract agency; I even showed up ten minutes early. They were interviewing another candidate. I waited until 25 minutes AFTER my scheduled time (a total of 35 minutes). I emailed the contract agency to advise them of the situation and then left. They called me when I got home to find out what was going on; but they really only seemed to be interested in the fact that their guy walked out and did not seem to understand or be interested in the principle behind my actions.

I feel that the interviewer could’ve at least come out to offer a time frame that I would be seen or an opportunity to reschedule. I felt that the employer had no regard for my time, and this was only an interview…what if I actually was hired by the company?

Is there a better way to handle such a situation? I feel that if I tolerate any degree of disrespect in an interview, either from a contract agency or an employer, then it will be an open door for it to continue.

R. K. H., Richmond, VA

How frustrating! Interviewers have a responsibility to manage their schedules and be on time. In spite of the interviewer’s breach of etiquette, and assuming you didn’t have another appointment that would be affected by the delay, by choosing to wait you would’ve learned a lot about this company from the way they handled their error. In the meantime, you could’ve asked the receptionist or administrative assistant who greeted you:

• if you had the right time for your appointment
• if the interviewer was aware of your arrival
• what the delay was
• if you were expected to wait or reschedule

If you absolutely had to leave, you could’ve communicated that, politely, to the receptionist. Despite the poor first impression this company’s staff has made on you, while you were still in the interview process, you had a chance to be a successful candidate. As you’ve discovered, by up and leaving it became all about your perceived lack of professionalism rather than about their lack of respect. Unfortunately, that’s how the contract agency sees the situation as well, and it may affect your success with landing future interviews. The better move may have been to stay and complete the interview and then pass along your dissatisfaction to the contract agency. Your case would’ve been much stronger if you made sure that you did all the things expected of you.

I am a believer that the job interview is a two-way street: you’re interviewing the company to see if it’s a place you want to work just as much as the company is interviewing you. There’s no question that the way a company treats a potential employee in the interview process says a lot about the culture of that company and how you can expect to be treated if you accept a job offer.

Q: In April, I had an informational interview scheduled with a friend of my cousin. I rarely drive into Boston and it causes me great anxiety when I do. I left plenty of time that morning but probably not enough time. Because of rain and highway construction delays, I never got there on time. I just turned around and came home. Now what do I do? I am so embarrassed that I really don’t want to admit what happened. Is it too late to send a note of apology? My cousin is irritated that I did this after he referred me to his friend.

A: We have all had those mornings when traveling to a location seems to be filled with hurdles, delays and hiccups. Here are some thoughts about how to best handle this in the future:

1. Think about scoping out the location, the route and the parking beforehand. Some people will even “take a dry run.” This means traveling to the location before your appointment to ensure that you know the area, the potential setbacks, parking options, etc. While this is often smart to do, you can not always anticipate traffic or weather delays. You should build in extra time for delays however. I often will use the 2X rule. If I expect a commute to take 30 minutes, I plan for a 60-minute commute.
2. Consider public transportation. Sometimes the stress of finding a parking spot, traffic delays, etc. can cause more hassle than the convenience of driving may be worth.
3. Don’t rely solely on a GPS for a new destination. I usually use both a GPS and a printed map.

If you are running late, it is a professional courtesy to call the person and ask if he or she can still meet. If not, offer another option.

In your specific situation, you should have called the person and explained that you were running late or needed to re-schedule. It is unacceptable to be a “no show” especially since you were referred by your cousin.

I would suggest apologizing to both your cousin and the person you were scheduled to meet. You made a mistake. I think it is important to acknowledge the mistake. You will have to decide whether it is worth it to reschedule this appointment. The other person may not give you a second chance. And if traveling to Boston provokes such feelings of anxiety on your end, it may be better for you to schedule conference calls with contacts in Boston.

Q. I have applied for a new job, and am very interested. All has gone well, and they asked me for references, including one from my current boss. My current boss does not know I am looking, and if he did, it would make things awkward at work. The hiring manager wants to discuss with me why I opted not to have her speak with my boss. Is this a common request? How should I handle it?

A. Providing references is a common request for job seekers. Your references should be valued and protected. Their names should not be released too early in the job search process. If you do not yet have an offer for the new job, you can be very honest and let the hiring manager know that your current boss does not know you are looking and would be disappointed to lose you. Let her know you have other references that are available, and that you’d be happy to provide those after an offer is made. This should not be a surprise to the hiring manager. It is a common situation, and your candor about the need to protect your current situation, and your significant desire to join the new organization will hopefully generate the offer you need to move forward.

Job seekers often leave the necessary work involved in providing references until the end of the job search - the offer stage - which can cause serious mistakes in the process, and provide less than effective references. The development of references starts with:

1. Select. Select 6 to 8 people who can speak well about your many professional
talents. Choose people senior to you, your current and former manager,
peers, external consultants with whom you worked. They should be committed to your success, eager to help you and they should know your work well.

2. Ask. The question isn't “Will you be a reference for me?”, but "Will you be a great reference for me?” You need advocates, not people who are lukewarm about your capabilities. Ask for permission. Do not list people as references if you have not asked and prepared them. Also know that just because you selected and asked a reference to support you, you may not choose to use them on some jobs, or at all.

3. Prepare. To do a good job as references, people need to be prepared. They must have a copy of your resume and be familiar with the contents. Prepare long before you actually need a reference to speak to anyone.

4. Present. When asked to provide references select the best, and most appropriate three from your prepared references. Provide name, title, relationship, email address, and the phone number where they can most easily be reached.

5. Communicate. Once you have given an interviewer your references, alert your reference to the job you are applying for and why is it such a great match. Provide a posting if possible. Explain any concerns the employer may have so that they can help overcome those objections. Provide the name, title, email address and phone number for the person who may be calling.

This process happens for each opportunity which gets to reference request stage. Stay in close contact with your references as they help you take job search activity to a successful ending.

Q. I have worked in the property and casualty field for 11 years and in healthcare for the last 4 years. I am interested in working for a specific property and casualty company.

One of the recruiters from this firm did visit my LinkedIn page. I am considering attempting to connect with the recruiter through LinkedIn. Is it appropriate to do so? What do I say? I am interested in even an entry level (e.g., call center) position despite being a qualified insurance professional with management experience.

A. LinkedIn is made for connecting and there is etiquette suggested by LinkedIn and practiced by effective users of this great tool. One of the worst ways to use LinkedIn is to try to connect to people that you do not know, and want something from. “Linking” is a mutual activity. There needs to be a benefit to both parties. Many people see others who are part of a larger group, and attempt to link individually without a clear sense of why the other party would want to connect. Unless you are able to be introduced to a person, consider communicating without inviting someone to link.

There is something positive in your resume or profile which attracted the attention of the recruiter, but it seems there may also be something which puts an end to that interest before you make it to the next step. Review your written material with a critical eye. Ask a respected colleague from the property and casualty industry for feedback. You may need to make changes to something which is raising red flags. People may also wonder why you left the industry 4 years ago, and you may need to make that information understandable and positive.

Focusing all your energy on one firm is not a good job search idea. There are many reasons why an organization would not choose to follow up on a candidate. What is it about this specific firm that has your interest? Perhaps there is a history with people or relationships here, which may be part of the lack of interest on their part. I would try to communicate with the recruiter via email. There is no need to request a link. You may get the answer to your questions and, if not, be prepared to move on.

In regards to the actual position - being flexible about the level of position you would be willing to consider is positive, but you seem ready to take this to the extreme by considering an entry level role. Those types of comments from any job seeker lead to red flags for hiring managers. Confident candidates, particularly with 11 years of experience, focus on the value they add to an organization, and are more attractive to hiring managers.

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: 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 am 45 and have over ten years experience in the research field, but I am stuck. I can't seem to get to another level. I keep seeing younger and less experienced people get the same jobs I apply for, but am deemed "unqualified" for. It feels like my career is over, as I am stuck at a low level job, making less than when I started out.
What can I do?

A.  Plateaus in careers can happen for a few reasons, and with an honest assessment, you can identify your challenges and work on a development plan which may blast you out of your rut.

The range of areas to start your assessment is wide.  But I'll start with some basic questions.  Are you healthy? Are you physically and emotionally fit?  If not, I encourage you to seek support so that your answer can be a solid yes to both of these questions. 
Take all of your past performance reviews.  Read them carefully.  Identify all direct and indirect comments regarding "opportunities for development", or areas to work on.  Don't argue or disagree.  Divide a blank sheet of paper with a line down the center of the sheet.  Label one side "personal attributes" and the other "professional attributes".  Assign each comment into the appropriate column.

If this does not give you enough data, you will need to find colleagues and friends you trust, and ask them to deliver "brutally honest feedback" delivered kindly, to help you identify the personal and professional blind spots which may be stalling your movement.  Add these to the list you started earlier.  Is the personal attribute side more heavily weighted, or the professional side?

You may find that this review gives you insight to the areas which may be stalling your career.  Does it look like you need professional skill development, or to address issues in your personal style or behaviors?  As people become more senior on the job, career derailers are most often found in the personal style categories.  Arrogance is one of the main offenders, joined by lack of team performance, and the inability to take constructive feedback.  Pay extra attention if you find these on your areas for development.

If you identified professional skill set weaknesses, review what you can develop on your own, and what you may need external training or coursework to improve.

Putting together, and implementing a plan for action in both these areas will need the support of others.  You can approach a human resources leader, or a trusted and supportive manager, or close colleagues.  Taking charge of what you can change can have a significant positive impact on your career.  Assuming that age discrimination at your young age is the culprit won't help you go as far as you would like.

Q. In an interview, before a panel of interviewers, when the interviewee enters the room, must the panel members stand? Does it depend on whether the interviewer is male or female? Older or younger? Lower or higher in rank? Thanks for any help you can provide.

G. M., Atlanta, GA

A. Your question implies that a panel of interviewers did not stand up. I have to wonder why they would choose not to stand to greet the interviewee. Standing up is such a simple act of respect, and standing when the interviewee enters the room is a welcoming gesture that sets a positive tone to the start of the interview. By showing that measure of respect, the interviewers define the positive respectful place the business is. Does age, gender, or a difference in rank matter? In terms of the basic gestures of respect we expect of each other, no they do not. Male or female, older or superior, they should stand to greet the interviewee.

One of the things I tell interviewees is that the interview process is a two-way street. As much as a company is taking the measure of you, you should be using the interview as an opportunity to take stock of the company and to answer one question: Is this a company I want to work for? How they treat you is an important clue as to how you can expect to be treated as an employee. Do they show the respect you know you should accord them? In this case, since you would stand to greet them, do they stand or do they remain seated? Do they ask inappropriate questions? Are they engaged and listening or do they seem bored and distracted? How they treat you is a mirror reflecting the culture of the company they represent, and you will find you are either attracted to it or repelled by it.

So much has been written about how interviewees are meant to behave during an interview. But there’s very little advice directed at the interviewers. Interviewers should stand, look the interviewee in the eye, shake hands firmly, introduce themselves, and offer guidance as to where to sit. They should do their homework and be prepared with questions they want to ask. They should listen attentively as the candidate presents him or herself and answers their questions. At the end of the interview, they should let the candidate know what the next steps are and when a decision can be expected. And finally, they should be sure to thank the candidate and then follow up by sending a thank you note.

Q: I have been a stay at home mom for the past ten years. I am interested in pursuing adjunct teaching at a local college or university. I did teach about 10 years ago but my contacts there may have moved on. I have about 15 years of professional work experience and several advanced degrees. What is the best way to inquire about these jobs?

A: Congratulations on your interest in returning to teaching! Let’s start by exploring your prior teaching experience.

Try to re-establish a relationship with some of these contacts. You might want to even stop by the college and visit. Or check the college’s website to see if there are any names familiar to you. Additionally, you could check LinkedIn to re-connect with employees currently working there as well as former employees. Colleges (and other employers) often like to re-hire quality talent. Re-hires often “hit the ground” a bit more quickly than other newly hired employees who have no or little experience with the employer.

You should also update your resume if you have not done so. Ensure that you have a focus on your higher education experience, especially teaching. Also, begin gathering your professional references.

Begin networking and using other job hunting tools. Social media of all types can be useful in a job search. Spend about 75% of your job search time networking and not behind a computer. Networking with professional and social contacts is still the best way to find out about job opportunities.

Also check out higher education-specific websites. One site in particular to visit is higheredjobs.com.

Lastly, familiarize yourself with how technology has impacted higher education, especially with the evolution of e-learning and online learning options. During the last 10 years, technology has had an incredible impact on how content is delivered to students.

Q: I am a freshman in college. I want to get into a professional sales career when I graduate from school. What can I be doing through my college years to gain some good experience? I don’t want to land a dead-end job after graduation.

A: I am impressed by your question, especially coming from a college freshman. Some of the best and smartest resources available to me are my clients. I consulted Jon Carson, CEO of BiddingForGood in Cambridge. The engine of Jon’s e-commerce business is his inside sales team. Jon’s advice:

The best route is to see if you can find an internship working in an inside sales organization in a role as a lead qualifier or an appointment setter. Just as marketing has trended to the web because of the inherent measurement, sales is trending to the inside model vs. outside because of the increased measurability. The field of sales is trending from art to science so you need to find an internship that will expose you to the science of sales. One way is to intern in a support role in CRM administration for tools like Salesforce or Landslide.

Sales roles are increasingly measurable. Few sales folks get to spend days on the golf course anymore. Instead, they are constantly filling their pipeline, developing a good referral base and closing business.

Internships and summer/part-time jobs are a great way to test the waters for sales (or any industry). Plus, you will be gaining valuable experience. Good sales people are often tenacious, motivated by a goal or a metric and resilient. Resiliency is important. Why? Sales people tend to be told “no thanks” more often than not. It is critical to be able to be able to make your next call with the same energy, passion and enthusiasm. You have to be able to shake setbacks and move on.

Lastly, think about joining LinkedIn now. LinkedIn is an online networking tool. The more contacts that you have when you graduate, the better.

Q: I am trying to look for a job because my company has just announced a merger. I fear that I will lose my job when all the internal departments are reviewed. I always hear about networking when looking for a new job. How can I do that while working full-time?

A: You are smart to be proactive. And yes, my mantra to job seekers is always “network, network, network and then network a bit more!” Most job seekers find jobs through a colleague, professional contact, friend, neighbor or relative. Ideally, you should have a strong and vibrant network even when you are not looking for a job. When you launch a search, it is not an onerous task if you have a strong network of professional contacts.

Looking for another position while employed is both a blessing and a curse. The blessing is that you have a job and income. Often job seekers who are actively employed are more appealing to a prospective employer. I hear this from unemployed job seekers all the time – that they feel there is a stigma associated with being unemployed. The challenge is a search takes time and time is tough to find when you are employed, especially if your current role requires long hours.

You still have to find time to network though. Breakfasts or early morning coffees are attractive options for many professional. Lunches with local contacts may also be an option. A sparkling water or beer after hours is sometimes possible. Although not a substitute for networking, Linkedin can save you valuable time with establishing and re-establishing contacts. Although not always a popular choice, I have met with colleagues and contacts on weekends when time is simply not available during the week. While some are open to weekend meetings, some are not. Realize that some may consider weekends off-limits. Lastly, telephone meetings can work if over-scheduled calendars or geography prevents an in-person meeting.

You can also effectively network at social events that might already be on your calendar. Think about some of the springtime events that you may be attending. Are these events that could possibly lead to job opportunities? Maybe sitting at a child’s lacrosse game can have a dual purpose after all? Maybe an alumni mixer is a good place to re-connect with a few old faces? Perhaps a Memorial Day cookout is a place to make a few new connections?

Q. Do you have tips for phone interviews? Also, which time slot in an interviewing cycle is the best?

A. As the cost of travel and the demand for brevity increase, more initial screening is being completed by phone. In the interest of efficiency, many first interviews and even follow-up conversations are done over the phone, through Skype and by way of other virtual meeting techniques.

So how do you stand out if the interviewer has only your voice to judge? First, begin by looking at the bright side – outfit choice, eye contact, hand shaking, traffic, parking – all the idiosyncrasies of interviewing, are no longer an issue. The phone eliminates many of the stressful, physical requirements of the interview process and allows you and the interviewer to focus on your words alone.

Interestingly, there have been many studies done on how people are perceived by voice alone - and content is not the main factor that is evaluated. The tone and pace of your voice are what will set you apart. As silly as it may sound, you will want to practice with both of these prior to your interview. Similarly, where you hold the phone affects how you will sound. Practice with a friend to see how close the phone should be to your face, or decide if headphones work better for you as they allow your hands to be free.

Then, get dressed! Don’t participate in the phone interview in your pajamas – getting dressed will make you feel more confident and thus sound more confident. Some Professional Communicators believe standing makes all the difference. Stand over a desk where you have already prepared your notes, resume, list of questions, eyeglasses, and anything else that you might need. Standing will allow you to breathe more deeply and sound better. However, keep in mind that standing means standing still, not walking around. If you are pacing your home office, opening cabinets, or shuffling papers while interviewing you may run the risk of being heard through the phone by your interviewer - so stay put.

Also, though phone interviews are done in the interest of time, do not feel rushed. Take your time and actively listen as if the person were sitting directly in front of you. Lastly, make sure you smile! Smiles can be heard through the phone. You still need to develop a relationship, even if you don't meet face-to-face.

To the question about interview time slot: if you have a choice on the interview slot, review when you are at your best. Are you a morning person? Go for it and hope the interviewer will be awake too. A night owl should close out the business day and showcase the high energy they still have. Stay away from before or after lunch - the interviewer might be hungry or drowsy, and you won't have their focus.

In any interview the goal is to express your qualifications and personality. In a phone interview, don’t forget to be charming and interesting as well as informative. Though the phone interview process is awkward, use this as an opportunity to showcase your ability to adapt.

Q: I am working as a contractor for a small start-up. I hope to be hired soon by them. I have a dilemma though. They are interviewing a former neighbor of mine. I know this person is a convicted felon and he has spent some time in jail a few years ago for fraud. I don’t know if this company does background checks or not since I have not officially been hired by them. This company’s hiring process is very casual and informal. Do I have an obligation to inform this company? I don’t want to start trouble but I also feel very awkward in not disclosing what I know to someone. Any recommendations?

A: You are in a quandary. Let’s explore your legal obligations (if any) first.

To better address your legal obligations, I consulted Attorney Jeffrey A. Dretler, Partner of the Employment Law Group of Prince Lobel Glovsky & Tye LLP. Dretler offers, “In the circumstances described, assuming you did not enter into any contractual obligation to make such disclosures, there is no legal obligation requiring you to disclose what you know about your former neighbor to anyone at the company. At the same time, assuming you did not become aware of the information in a privileged or confidential setting (e.g. doctor-patient or attorney-client relationship), there is no legal obligation prohibiting you from disclosing what you know to the company. That being said, acting or failing to act each may have consequences that you need to carefully consider.”

Let’s assume you do disclose this information to the company. Then, as a result of your disclosure, your neighbor does not receive a job offer. Your neighbor could discover that it was you who provided information to the company. Dretler explains that in this situation, your neighbor “could try to bring a civil cause of action against you for interference with prospective advantageous relations or even defamation. If the information you provided to the company was true, and was motivated by your belief that the company’s interests were best served by knowing the information, and not based on malice, your neighbor will not succeed on his or her claims against you.” The employer will likely appreciate this information in advance of extending a job offer to this candidate.

Alternatively, let’s assume you do not make the disclosure and the company hires your former neighbor. If a problem surfaces with this new employee, and the company finds out that you knew about this person’s history and did not disclose it, it may reflect poorly on your judgment and commitment to the company.

In short, you will need to weigh both the benefits and the risks of the situation. You will also need to assess your own moral and ethical compass. If this situation were with a client of mine, I would hope that you would disclose this information to a company representative such as the human resources officer, hiring manager or CEO/president. Be clear that you are making the disclosure with the best interests of the company in mind, and not because of any personal malice against your former neighbor. Ask them to verify what you know to eliminate any possible misinformation or error in your recollection. When providing information to the company, distinguish between the information you know to be true and that which you may be less sure about, and do not spread any of this information to people who do not need to know it. Hopefully, by following these steps, you will not feel as if you are keeping important information from the company you hope to become more a part of, nor will you feel as if you are doing something to cause trouble for another.

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.

Q: I was laid off nine months ago. I have had great success with landing interviews. However, I seem to be a finalist but never receive an offer. I am getting frustrated and discouraged.

During a recent interview, I had a hiring manager ask me why I have been unemployed for so long. His tone of voice and body language made me feel horrible. I felt very defensive and know I did not respond in the appropriate way. I babbled some answer that I can’t even accurately recall. I thought I knew all the toughest interview questions but this one really stumped me. What is the best way to answer this question? I felt like screaming a response like “This has been the worst recession in 30 years…. Have you read a newspaper lately?”

A: Let me begin on a positive note. Your resume and professional work history must be impressive. Why do I believe this? You are being interviewed and rising to the top of a probably very large pool of talent. There are many (sometimes hundreds!) talented candidates who are vying for every available position – both employed and unemployed candidates. With each and every interview, you have gained valuable experience. This can only work to your advantage.

When asked a tough or unusual question, I advise to first take a moment to think about it before formulating a response. You can even respond… “I don’t think I have been asked that question during my search. Let me give it some thought.” A short response like this can buy you a moment or two. It is best to respond in a factual, open yet positive way. One way to respond might be:

I don’t think I have been asked this question during my search. Let me think about your question for a moment.

First, I should point out that prior to this period of recent unemployment, I was gainfully employed for 22 years. I began as a marketing intern during my senior year of college and then ultimately rose to the director of marketing role. I am thankful that I can pursue a passion for a living. I really enjoy the field of marketing. I was very effective in the areas of web analytics, customer acquisition and retention metrics as well as selling sponsorships.

As we have discussed, I was laid off, along with 57 colleagues, in the summer of 2010. As you know, the economic climate has been a challenge for job seekers. There are so many strong candidates applying for every available position. Fortunately, I have picked up some contract work over the past several months. I was hoping that the contract roles would lead to a full-time role but that has not been the case.

I am searching for a full-time marketing role.

A job seeker should answer a question completely and honestly but also capitalize on the opportunity to showcase the successes and strengths. It is fine to begin with a short response that buys you a bit of thinking time. Then, highlight some of your strengths – your stable work history (before this bout of unemployment), the upward trajectory of your career, your areas of expertise in your field, etc. Additionally, if you have worked as a consultant, contractor, point this out! And consider including these contract roles in your current resume to help fill the gap. Lastly, end on a professional and encouraging note. Avoid being defensive or irritated. Being defensive, annoyed or irritated at one question can diminish your ability to advance in the process.

I am thrilled that you didn’t yell “This has been the worst recession in 30 years…. Have you read a newspaper lately?” Sure, I can understand why you would want to respond in this manner. But it doesn’t help you land a job.

Keep swinging. Don’t let an interviewer’s question get under your skin and rattle you.

Q. I spent four years in a high-stress job in finance, regularly working 60 - 70 hours per week. I was laid off 1 year ago, and since then I have rediscovered my love for reading, writing, and life outside of the office. I'd like to return to financial services, since I have substantial knowledge, experience, and certification, but I'm not interested in another high-stress, time-demanding role. Many employers are afraid to hire someone looking to take a step back, since they are likely to leave at their first chance to move back up. So, how do I communicate that I am a conscientious, hard-working employee who's just not interested in working over 40 hours per week?

A. You don't. Employers don't want clock watchers. They do want conscientious hard working employees who will do what it takes to get the job done. You don't benefit from putting limits like that up front in dealing with employers. The realizations about what you want in your next role are key to the next steps in your job search.

You have done some great assessment work which will guide you, and does not need to be shared with an employer. You have reached new conclusions, and identified the kind of position you are looking for, and potentially the kind of environment you want to work in. You have also found that you'd like to lead a more balanced life, where your time spent at work is offset by a range of interests outside of the office. These goals can be met without waving a red flag saying "I need to leave at 5" to an employer. Employers will have a different list of what they want from an employee, and finding the match is where it all starts to work.

The new awareness you have developed can set a direction for you. You can use the additional job search skills of networking and research to identity cultures, industries, and organizations where working 60 hours a week or more is not the norm. Here is where you make decisions on whether to try and engage in interviews with companies who have a reputation for burning out employees, or taking the time to focus on different roles, or industries where balance is more easily attained. You may need to adjust your compensation requirements, which could enlarge the pool of potential employers.

Your networking contacts can introduce you to managers who are looking for hardworking, talented people, particularly when they are reassured that the person isn't looking for a short term opportunity, and doesn't see a lateral move or a move back as failure, or slacking. These companies do exist. As do companies who are looking for talented, hard working people who are willing to work more than 40 hours a week when there is a business need to do so.

You may also want to add information to your resume which showcases activities you dedicate time to outside of work, which you are comfortable discussing in an interview. Good hiring managers want to see that people have outside interests.

Some people believe that taking a career step back will make them achieve balance in their lives. You may be surprised that you find there are high stress jobs, and there are high stress people who bring their type A behavior to any job, and any environment.

You greet the job applicant in the lobby: "Did you have any trouble finding us?" you ask.

You're the interviewer, and you've got two questions - this isn't one of them. This is a filler.

Filler questions break the ice.

But we also use them when we're desperate. Sometimes with a problem - any problem - we don't know what we need to learn, or, if we do know, we're unsure how to learn it.

Consider the problem of hiring the right person:

1) What do you need to learn about the applicant? That depends on what's required to do this particular job and fit into this particular organization.

2) How will you learn it? What are the best questions?

"Tell me about yourself," you ask the applicant.

That's a classic opener: you start broad (without telegraphing your intent), then later you drill down.

What's underneath your opener - and many other questions - is one of your two Big Questions: "Why should we hire you?"

The applicant, if skilled, will ask questions to figure out what you're looking for. Then he will answer your big question.

Applicant: "Well, I could talk about my marketing background, my leadership experience, or my last triathlon. Where should I start?"

Here, the he has asked a smart counter-question. He gives you some options, plus some fast, bulleted info.

You: "Let's talk marketing. Any experience with social media?"

Is social media experience a must-have? What, exactly, are you looking for? Why?

Applicant: "Yes! To launch our new office machine - a combo fax, copier, and microwave oven - we made a series of You Tube videos called 'Indestructible.'"

So far, the applicant is doing OK. Unfortunately, he's about to get worse.

You: "Suppose your boss were sitting here. What kind of constructive feedback might she give you?"

Here's the other Big Question you're fishing for: "Why shouldn't we hire you?"

Applicant: "Well, she'd say I'm too aggressive."

You: "In what way?"

When someone uses abstractions, like "aggressive," don't pretend you understand. Ask for specific examples.

Applicant: "For the You Tube campaign, 'Indestructible,' my concept was to first spill coffee on the machine, then drop it on the floor, then hurl it out a window, and then take a sledgehammer and try to bludgeon the thing to death . . ."

You: "OK. We'll get back to you."

Tip: Whether you're meeting a client, coaching an employee, or interviewing a job applicant, figure out what you really need to learn - and then, how to ask.

© Copyright 2011 Paul Hellman. All rights reserved.

Q: I've applied for a few jobs through an online application system and I'm able to check the status of my application. However, they all still currently say "Application Received." I know from someone who works at this company that the next step is "Under Review." Is there anything I can do to get the HR manager to take a look at my application?

A: More and more companies are automating their candidate selection process. Many larger employers use online application systems. These application systems sometimes require a candidate to complete an online “fill in the box” application. Other systems receive resumes via a centralized email address and scan the resumes into a candidate tracking system. It is helpful to know that your online application was received. However, from a candidate’s perspective, you want to know more. Not only do you want to know more, but the sooner the better! To a candidate, days of waiting feel like weeks of waiting!

You mention that you have an internal contact at this company. This contact could be very valuable to you. It would be helpful to better understand what the typical timeframe is between the “Application Received” to “Under Review?” Is it 10 days? 21 days? Or is it never for candidates of no interest? Your friend may be able to find out more information about these timeframes.

Additionally, can your friend put in a good word for you? Can your contact perhaps email the HR manager recommending you as a candidate? If your contact at this company is a former colleague, this may be very helpful to your candidacy.

Do you know others at this company? Have you scoured your LinkedIn connections and other professional contacts to determine if there are others that could be helpful in your search?

Recommendations carry weight. Recommendations coming from former colleagues or supervisors can be especially persuasive.

Lastly, you could email the HR manager asking for an update. This may be risky because you don't want to irritate the HR manager. I would recommend that the tone of this email be courteous, professional and demonstrate interest in the company and in the role.

Q. A friend of the family was interested and qualified for a finance position at the company my wife works for, and he asked my wife if she could pass his resume to the recruiter at her company. Five months have passed and there has been no contact from the recruiter or the hiring manager. My wife has been brushed off when she inquires and the role is not filled as of today.

Our friend is frustrated, and my wife is embarrassed. She has asked me if this is how human resources departments work. This is one area where HR people are getting a bad name and they can control it. Will they? Jobs need filling and people need jobs.

A. Employee referrals can be a highly effective way for organizations to find the right people for the right jobs. In a good economy many companies use employee referral programs as an incentive to current employees who refer high quality candidates that will fit into the culture. In the current economy, some employers have decided not to keep these bonus programs in place, but that shouldn’t stop employees from making referrals, or companies from paying attention to the candidates employees refer to the organization.

One of the most effective ways to make an employee referral is through an email introduction. And it may not be too late for your wife to try to get some attention from HR in this way. She should send an email to the hiring manager, the recruiter and the vice president of human resources, attaching your friends resume. In the email, she can copy the job posting, and address the personal characteristics your friend has which would make him a strong candidate. She might decide to copy or blind copy your friend so that he is totally confident she has done her part.

She should also ask both of them to get back to her about their reaction to the candidate and what the next steps might be – only so she can get back to the candidate. If they understand she will take the responsibility for rejection, they might choose to get back to her. If they are interested, they will move forward. Copying the vice president of human resources make the referral more visible, and will help your wife in case she doesn’t get a response.

Also, I encourage your wife and anyone making a referral to visit their offices, or make a phone call to the manager, and the recruiter to find out what to say to the candidate. It should be easier than this, but when people have too much to do, as most human resources people do, even important tasks fall through the cracks.

Candidates need to know that urgency to fill a specific job often comes and goes as competing priorities move in. Keep steady pressure on all your efforts in the most positive way. Frustration is such a huge part of the job search, and finding ways to keep it our of your professional presentation is a must. Continue to utilize employee referrals as one more way to build a successful job search strategy.

Recently, Steve Hartman at CBS News did a report on thank you notes that included an interview with John Kralik whose book, 365 Thank Yous (Hyperion, December 28, 2010) was just published in time for the 2010 holiday thank you note season.

While this book focuses on Kralik’s effort to write thank you notes each day, it raises the interesting question: “Why should we write notes to people?”

The answer, in a nutshell, is that notes - thank you and otherwise - are a way of staying connected that is personal, that people appreciate, and is memorable. In this electronic age our communications are rapidly becoming more and more impersonal as we find faster and faster ways to get that communication done. Text-speak is just the latest example of faster is better: ‘b4’ for “before,” ‘cul8r’ for “see you later,” ‘lol’ for “laughing out loud.” The examples are legion. While they make sense in a text as long as they are decipherable by the uninitiated, you don’t want those abbreviations creeping into your business communications—emails, reports, or letters.

The time and effort it takes to think about the recipient, to compose and hand write the note, to address and mail it, and the tactile feel of nice note paper makes it a communication that says, “You are important to me.” When I’m asked what’s the difference between an email thank you and a handwritten one, I explain that an email is written, sent, received (hopefully) among many other emails in a day and read (hopefully), and then deleted. After a handwritten note is received and read, it is most likely put down on a desk or counter, or posted on a wall where it is seen and remembered repeatedly. “Would you rather be deleted or remembered?” I ask the questioner. The answer is self-evident.

The heart of the issue is the personal nature of a handwritten note. One of my greatest concerns about the evolution of electronic communications is the loss of the “personal” in those communications. While email, texting, and chatting are great business tools, their everyday use simply doesn’t carry the same importance, permanence, or meaning as a handwritten note. The note itself evokes your presence when it is opened, held, and read. The handwritten note is a perfect way to stand out from the crowd and of keeping you foremost in the recipient’s thoughts.

Sure, email and other forms of electronic communication are here to stay and they do a great job to keep businesses humming along at warp speed, but it doesn’t lessen the value of occasionally sending a handwritten note, something that stands out and honors the recipient.

As Kralik and Hartman have discovered, recipients really appreciate it.

Q. I have been unemployed (laid off) for just over a year now. I have had only a handful of interviews, and can't get past that point. I am a mid-career worker, with no specific profession. I feel that my master's degree in art is preventing me from getting more interviews, as it is not a requirement for any of the jobs I am interested in, and probably makes me appear "over qualified." What are the legal/ethical/moral implications of dropping it from my resume? Thanks!

A: You are smart to reach out and ask for help and advice. There are a couple of pieces of advice and comments that I would like to share.

First, when you share that you have “had only a handful of interviews,” this statement concerns me. More specifically, I question how you are presenting your work history in a resume. Take a critical look at your resume. Use the resources available online at http://www.boston.com/jobs/advice/. Consider having a trusted friend and/or colleague critique your resume.

You mention that you are “a mid-career worker, with no specific profession.” Hmm… this piece of information is a yellow flag to me. If you can not determine your profession, it must be even a greater challenge for someone who is reviewing your resume!

Your resume should be reflective of your professional work history and education. Sometimes job hunters do omit certain less relevant pieces of information from their resume. For example, if a job seeker held a bartending job part-time, the job seeker should probably not include this information when they apply for a position at a tax consulting firm. Sometimes job seekers will even tailor a resume to a specific job and re-order past job responsibilities. For example, if a position requires international experience, a job seeker may tailor their summary.

Original summary: Highly accomplished finance and accounting manager with over 20 years of experience in public accounting.

Revised summary: Highly accomplished finance and accounting manager with over 20 years of experience in public accounting. Strong international experience, primarily with clients from Japan, UK and Europe.

Most job seekers should not include every experience in their work history but include only relevant work experiences. However, when you are completing an employment application, it is important to include a complete and accurate representation of your work history (including academic qualifications) to the best of your ability.

If you do remove your advanced degree from your resume, you should be willing to provide a reasonable explanation for omitting this information. This is particularly important since a hiring professional may compare a completed employment application to your resume. One plausible explanation to consider: "As you can see from my completed employment application, I earned a Master's of Arts in 2005. It does not relate to the account executive role that I am pursuing. My resume includes my work experience that is most relevant to the account executive role. Art is a passion of mine but not a career interest."

Q: Why would a potential employer cancel an interview later in the day after scheduling it stating that it has been put on hold indefinitely? Does that have something to do with me?

A: There could be several reasons why an interview may be canceled. It may not even be related to you as a candidate. Some of the possible reasons could include:

1. The position is no longer a valid position and the employer has decided not to fill it. Perhaps they have realized there isn’t a need to fill the position and they can operate with the existing staff. Companies are constantly evaluating headcount. Employees are expensive!

2. The position has been filled by an internal person. Sometimes an internal person has raised their hand and expressed an interest in a role within the company.

3. The company knows of an upcoming acquisition and/or merger. The company may be reluctant to hire employees because of the upcoming change. Or the company may be planning to relocate to another geographic area. This location change could also force an employer to re-assess and perhaps delay hiring needs until the move has been completed.

4. The company had decided to hire another candidate. Perhaps they have sourced another candidate with stronger qualifications.

5. The hiring manager may have assumed that they had the authority to hire a replacement when, in fact, the vacancy has not been officially approved.

I could continue listing possible reasons and some may be related to your candidacy or qualifications and some may be completely unrelated.

In short, it would be smart to stay in touch with this employer. Email a note to your contact at this company thanking this person for their time and requesting that they please consider you for future openings. This is an opportunity to demonstrate that you are a true professional. Who knows? This company could contact you again in the future. After all, they expressed initial interest in your resume. However, you also need to continue your search. You can not rely on this vacancy becoming available again.

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.

2011 is almost here and while many of us have been eagerly awaiting a fresh start in a New Year, economists are not predicting any immediate or significant job growth until the end of the year. This news combined with an already challenging job search can stir up some additional anxieties in many of us. I thought I would again take a break from our regular format, to share some pointers on how to put your best you forward in 2011 to find that next great job.

While we don't have influence over the global marketplace and can't control all the issues that plague our lives, there are some things we do have power over. We can control our professional development, our attitude and our connections. We can become better at our job searching techniques, stronger in our industries, and even more indispensible to our next organization. For the New Year, resolve to be the most productive connected job seeker. Here are five strategies for starting your New Year off right:

Keep your network alive—It’s never a good idea to neglect your network. Reconnect with former colleagues and managers. A vital part of networking is nurturing the relationships you have right now. Make those phone calls or set up coffee dates with colleagues, managers, clients, and vendors. You also want to build your network by cultivating new relationships. Make a goal to participate in at least one face-to-face networking event each month—both within your profession and your industry. Ask your connections to introduce you to someone you want to meet. You also want to take those phone calls you are getting from others looking for work. We all know ‘one hand washes another’, and you never know when a friend may be able to return a favor and pass on your resume to a contact at your dream company. Having a vibrant network is crucial in the job search, but it can also help you gain a well-rounded perspective for staying positive during a job search.

Be recognized as an industry expert—When a CEO is faced with a business dilemma, who is she going to call? Will she bring in a consultant or come straight to you? Build your reputation so that when you land that next position you become your organization’s “go to” person in your discipline. Get at least one person (preferably a manager) from every company you’ve worked for to write a recommendation on LinkedIn. Start following recognized authorities in your industry on Twitter. Read as many good business books you can fit into your free time. Read your local and national trade publications, and follow the general business media. It is important to be knowledgeable about issues specific to your discipline, but you can make more of an impact at your next interview by being on top of all the current happenings in your industry.

Find a mentor—Maybe you think mentors are only for those just beginning their careers—think again. Mentors can serve as valuable resources in any stage of your profession. Think about the goals you would like to accomplish in the short- and long-term. Do you want to hone a skill set or embark on a new challenge? How can a mentor help you reach these goals? Your goal can be lofty (I want to be a SVP in five years) or more focused (I want to learn how to start a micro blog). Allow others to share their insights and expertise to help you achieve your aspirations.

Volunteer—Part of what keeps us grounded and focused in our lives and jobs is keeping a larger perspective. One way to gain that perspective is through volunteerism. You can volunteer at your time at a local food bank or volunteer your professional skill sets at an organization that needs it. You may be able to share a valuable skill with those who are in need—and learn something in the process. By helping others, you can help yourself—and your job search.

Exercise resilience—The companies that have fared best under these uncertain economic circumstances have shown organizational resiliency. You can show personal resiliency as well by taking care of yourself—physically, mentally, spiritually, and professionally—so you will be better able to handle the challenges and opportunities 2011 may bring. Happy New Year!

Q: I am in a contract job but really need to land a full-time job in 2011. It seems like I am always a finalist but never get the offer after several rounds of interviews. What gives?

A: I appreciate your candor. In 2010, job seekers faced incredible competition for every available position. I have seen it from the other side of the table. My firm has recruited for several positions this past fall only to be inundated with queries from hundreds of job seekers. Job seekers have been advised to be persistent and they are indeed being persistent!

Let’s discuss what is working for you. Your resume must be strong since companies are interested enough to contact you. It sounds like you are being invited back for follow-up interviews. This is encouraging! If you are a poor interviewee, you would not have been invited back for “several rounds of interviews.” Interviewing is a skill that many improve with experience. Make sure that you when you leave an interview, you honestly assess your performance and think about what you could improve when interviewed again.

It sounds like you are well-qualified and have a strong background. But the reality is that others are getting offers. Even well-qualified candidates are being turned down by companies in this market. How can you differentiate yourself?

1. Always follow-up. Ask about follow-up before you leave an interview. Don’t leave it to guesswork. Ask about next steps. Email or mail a thank you note. Be gracious, sincere and professional.

2. Lead with your strengths. We are all humans with strengths and weaknesses. Make sure that you fully articulate your strengths. Acknowledge but don’t dwell on your weaknesses. Explain how you have been able to compensate for your weaknesses.

3. Use inside connections. Use your network. Does someone in your network work at this employer? Does one of your contacts have another contact working at this employer? Inside contacts can make a difference.

4. Make sure that your Facebook and LinkedIn accounts are a positive representation of who you are. Use the available privacy controls on Facebook. Employers are visiting these profiles so use them to your advantage.

5. Develop a working draft of a 30-60-90 day plan to present in the final stages of the selection cycle. The development of this type of plan requires a time commitment from you. You will need to have knowledge of the job, the culture of the organization and most importantly, a firm grasp of the hiring manager’s expectations.

If appropriate, you can email this to the hiring manager when you have been identified as a finalist. I would not recommend investing the time on such a plan unless you are certain you are a finalist. In this plan, you will want to lay out what you hope to achieve in the first 90 days. I would not expect this plan to be perfect but instead you would be asking for the hiring manager’s input.

Developing such a plan demonstrates a level of interest, commitment and would likely separate you from others. It would make you memorable – in a good way! Such a plan can also showcase your organizational and written communication skills.

6. Many contract roles can evolve into full-time positions. Is that a possibility in your current role?

7. Finally, stay in touch with the hiring managers that you have met during your search. Many of my clients are adding staff in 2011. If you made a positive impression, you could receive a call from one of these companies!

Keep swinging. Maintain a positive attitude and continue your search. You are doing a lot of job search activities well.

I get a lot of questions this time of year from job seekers who aren't sure whether they should continue their job search through the holidays. My answer is always a resounding yes. Therefore, I thought I would take a break from our regular format to provide some tips on how to shine as a candidate during the holiday season when it's even more challenging than usual to get the attention of a hiring mananger.

In short, I suggest you become your very own Santa Claus and make sure your efforts reflect the “Nice” list.

Naughty. Be a humbug!

Nice.Take time to recognize your individual blessings. Enjoy the holidays, join in the celebration, and remember that we all have something to feel good about. This will actually endear you to friends, family, and others.

Naughty. Give up and restart your efforts in the New Year.

Nice. Bump your job search efforts up a notch by increasing your holiday activities to stand out from those job searchers who simply give up during the holiday season.

Naughty. Ask, “What’s in it for me?”

Nice. Lend a helping hand. Volunteering to help others can expand your network of contacts and allow you to demonstrate your talents at a time of year when many corporate, charitable or community support programs are short of help.

Naughty. Refuse invitations to holiday parties.

Nice. Take advantage of the season’s social hubbub as holiday parties offer great opportunities to expand your network. Also, reignite your network connections and spread good cheer by sending holiday greeting cards.

Naughty. Have a bleak and negative response to, “How’s the job search?” that revolves around where you have been and why you haven’t found a job yet.

Nice. Have a positive and proactive response to, “How’s the job search?” that focuses on where you are going and what you are looking for.

Naughty.Focus only on making your interactions with people about job leads.

Nice. Focus more on getting to know other people so you can build stronger, long-term relationships that will create more opportunities personally and professionally.

Naughty. Give in to the stress and strife.

Nice.Give yourself permission to simply relax. Not only will you enjoy the holiday season, taking a few scheduled days off will help you stay mentally fit and refreshed in the months to come—making you a more attractive candidate and potentially shortening your search.

Good luck!

Q:It has been a long time since I've had to look for a job, so the concept of the phone interview is new to me. If you have a phone interview scheduled and the person doesn't call, should I call them? How long past the scheduled time should I wait before I call?

A: Telephone interviews have certainly grown in terms of popularity as a hiring practice. It is a method of quickly screening candidates without either party having to tangle with the logistics of an in-person interview (e.g., weather, traffic, etc.).

Confirming a telephone interview in advance may eliminate some of the “who calls whom” confusion. If you don’t hear from an interviewer by the pre-agreed upon time, you should call them at a few minutes past the designated time.

Telephone interviews are as important as in-person interviews.

Some telephone interview tips:

1. Confirm the telephone interview in advance. Email works well for confirming a telephone interview. A sample email message:

Hi John, Thanks for inviting me to participate in the telephone interview for the role of Inside Sales Rep. As I recall, you had suggested that I call you at 10am on Tuesday, November 10th. I will plan on calling you at that time on 617-123-4567. In case you need it, the best number for me at that time is 508-123-4567. I look forward to hearing from you at that time.

2. If using a cell or cordless phone, make sure the reception is good. This is probably my biggest pet peeve with telephone interviews. I prefer using a non-cordless landline on my end. However, some candidates use a cell phone almost exclusively. This is fine. But please make sure the reception is good and that the phone has been charged. There is nothing more frustrating than a dropped call, a line that goes dead or a spotty connection.

3. Be prepared for the call. Your total focus should be on that call. You should not schedule a call for when you are food shopping or waiting for your oil change in a noisy auto repair garage.

4. Be as prepared for the call as you would be for an in-person interview. Have your resume with you. Research the company in advance.

5. Follow up after the call. Don’t leave the follow up hanging or else you won’t know expectations on next steps. For example: John, Thank you so much for taking the time today to talk to me about the Inside Sales Rep. role. When should I follow up? Do you prefer that I follow up by email or a phone call?

6. Stick close to email before and after the call. There are so many strong candidates who apply for every job. Email is probably the best vehicle for notifying candidates of next steps (or even a re-scheduled call). If you are not checking email at least every day (if not several times per day), you may be missing important information about the next steps in the process.

7. Send a thank you note/email after the call. It will make you memorable in a good way.

The selection process for a job starts before you walk into the company to interview for a job. Preparation is important. Think about how you can provide examples of how you have shown value in the past. Prepare a list of accomplishments, achievements, etc.

Finally, a company hires people to add value. Be ready to articulate what you can contribute.

Q. I have not looked for a job for many years. I have been happy where I am. I now have an opportunity to interview with a company which involves travel. For the first on-site interview, the company wants me to pay for the flights while they cover hotel and ground transportation. Is this normal? Should I simply oblige or try to negotiate?

A. “Many years” in one job may mean that you have not been open to interview for other opportunities, or even engaged in conversations with organizations, or entertained meetings with search firms. For some reason, this time is different, and you are interested in an on-site meeting with a potential new employer.

Why? That is most likely the question the company representatives are asking themselves. Is the destination somewhere spectacular? It seems the company may be trying to gauge your sincere interest in the opportunity as opposed to the idea of a free airplane ticket.

Many companies and recruiters are carefully watching their recruitment travel spend, and are choosing to use video conferencing for initial screening interviews, in addition to a phone screen. Many organizations set a level of employee beneath which they will not pay for travel, and may say "no relocation" in an ad or posting which conveys a similar message.

I have seen this recruiting and cost containment strategy used in higher education when interviewing graduate students leaving graduate programs. In the early stages of a career, everywhere can be considered a reasonable location, and lots of roles look interesting – especially when there is no financial or vacation time restriction to travel to interview. Colleges and universities developed an interesting way of assessing potential commitment by asking candidates to pay for travel expenses. If they were not asked back for a second interview, they split the cost. If they were asked back and chose not to have a second interview, they split the cost. If they were asked back, received an offer which they declined, they split the cost. If they were asked back, received an offer, and accepted, all costs were reimbursed.

So, how serious are you? If this situation turned into an offer could you see yourself accepting? If you are seriously interested in exploring this opportunity, you can ask why they have that type of policy, and then decide to try to negotiate, to ask to video conference first to see how interested you really are, or move ahead.

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 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 have heard a lot of conflicting advice on where and how to look for a job. I am a recent college graduate and have been on a contract assignment since September, 2010. I took the summer off and did not job hunt but used the time to enjoy myself. In hindsight, I think that was a mistake. My parents are ruthless and are irritated that I have not found a job with benefits since I am now a college-educated adult. I like my contract work but I am sort of ashamed that I haven't landed a real full-time job like my friends that recently graduated. Can you give me a list of 10 things to try? I am beginning to get hopeless. My parents will believe your advice and I am willing to try anything.

A: Let's start with some positives. Congratulations on earning a college degree! And kudos on landing a job in a challenging economy! Both are achievements! It is a tough time to be a job seeker but that should not slow you down. A contract assignment is often an effective way for both a job seeker and an employer to "test the waters." By that I mean you are learning about their culture, expectations, work environment all while receiving valuable "on the job" training and experience. This employer is also learning about you -- your skill set, work habits and your potential value if you are hired as a full-time employee. Contract assignments can often lead to full-time offers! A contract role is not something to be ashamed of. In fact, you should be explaining to prospective employers that although you are a job seeker, you are actively employed!

Let me share a bulleted list of actionable steps that should be part of your job search.

1. Network, network, network. Maintain a strong and vibrant network of contacts. They may be former classmates, professors, co-workers, neighbors or friends. Networking is simply the most powerful job hunting tool available and almost completely in your control.

2. LinkedIn. Use LinkedIn to help you more effectively network. Complete and
profile and get active. Join sub-groups related to your career and interests. LinkedIn is not a substitute for networking. Instead it should compliment and target your networking efforts.

3. Use job boards but don’t focus 100% of your time on job boards.

4. Familiarize yourself with Twitter. Jobs are constantly being tweeted and re-tweeted. You can follow specific industries, people and interests.

5. Use your career services office. Join an alumni group.

6. Develop an elevator speech. An elevator speech is a two minute summary of who you are, what you want to do and what your next role might look like. Make sure it is succint and positive. Eliminate the negativity. In your question, you used words like "hopeless" and "ashamed." Make sure that these words are not part of your elevator speech.

7. Never say no to an introduction. You never know where a job lead may come from. A former college professor, a neighbor or a cousin could all introduce you to a job lead.

8. Be gracious and courteous. Always thank those that have given you their time, their feedback or a referral.

9. Make sure that your resume is crisp, professional, error-free and in a reader-friendly font.

10. Lastly, if you are a top contender for an opportunity, think about submitting a 30-60-90 day plan. This plan should articulate what you hope to accomplish in your first 90 days on the job. This demonstrates a focus, a level of interest and a seriousness that may differentiate you from your competition.

I hope these steps are helpful. Good luck with your search.

Last week’s question about table manners also asked the more general question: “What is the proper etiquette for business meals at restaurants?” “Proper etiquette” has purpose. It’s not simply rules for rules’ sake. In a nutshell, the purpose of dining etiquette is to make the act of eating as pleasant as possible.

Eating is really a gross activity. You have food on a plate. You cut it and/or try to balance it on a fork. Then you raise it to your mouth without letting it fall back onto the plate, the table, or you. Once you get the food in your mouth, you chew it up into a soft pulp which you then swallow. You do this thirty or forty times during a meal at the same time that you are trying to carry on a conversation with the other people at the table. Table manners limit the grossness of the act of eating and promote the social aspect of dining.

The most basic table manners—chew with your mouth closed, don’t talk with your mouth full—spare your tablemates the unpleasant sight of the first stage of digestion. Using utensils correctly ensures that food stays on the plate and is delivered to the mouth neatly, efficiently, and unobtrusively. If you have any doubt about your mastery of these basics, eat an entire meal in front of a mirror. What you see is what your dinner companions see. If you’re really not sure what to do, you can always wait and watch what other people are doing and then follow their lead.

As a guest at a business meal, you should be a pleasant dining companion and contribute intelligently to any business discussed, but your goal is to be invited back the next time. Your skill and confidence—or lack thereof—will be noticed. Take part in the general conversation while not dominating it. When there is no general conversation, make the effort to talk with the people seated next to and near you. Leave the impression in your host’s mind that you added materially to the meeting and that your dining manners are an asset, and you’ll make the best case for being included at the next event.

Finally, there are five key manners to be aware of at any business lunch or dinner:

• Don’t be late, not even 5 minutes late, and wait for your host to arrive before going to the table.
• Begin eating only after your host has asked you to or after the host starts eating.
• Don’t drink at all, or limit yourself to one alcoholic beverage throughout the event.
• It’s the host’s prerogative to initiate any business-related conversation.
• Thank your host twice: once at the end of the meal and then send a thank you note the next day.

Q: I graduated in May with a degree in accounting and am struggling badly trying to find a job. I don't know exactly what I am doing wrong or what to do next. Advice?

A: Congratulations on your degree! Don’t despair. Let’s focus on some action steps that you can take to hopefully improve your job search.

- Get connected with your career services office at your college. Often the career services offices will have jobs posted by both local and national employers.
- Consider temporary or contract work. There are many firms that specialize in accounting. Shop around to find one that best meets your needs.
- Create a profile on LinkedIn. Join accounting related groups on LinkedIn. Start connecting with folks, former classmates, professors, friends and neighbors on LinkedIn.
- Research Meetup. Meetup.com is an online tool that connects people with common interests from cooking to technology. You can enter accounting into their search engine and see if there is a group that might be meeting soon.
- Join a professional association. Some to consider are The American Accounting Association (www.aaahq.org), The Massachusetts Association of Public Accountants (www.mapaweb.org) and the National Society of Accountants (www.nsacct.org).
- Make sure that your resume is clear, crisp and presents your education and work experience effectively.
- Network, network and then network some more. Your goal should be 2 in-person meetings per day. Coffees in the morning and an ice tea in the afternoon. Translation – you don’t have to pick up the tab for two meals per day for two people. A cup of coffee is more affordable than a meal! You should offer to pick up the tab if someone takes time out of their schedule to meet you for an hour. Offer to pay. They don’t have to accept but offer to pay. It is a nice gesture and demonstrates that you are a professional!
- Develop a 1-2 minute elevator speech. It should include who you are, a summary of your education and work experience and some information on what type of role you hope to land.
- Look at job boards but don’t spend your entire day searching online. I often advise job seekers to limit themselves to two hours per day on job boards. Many find that limit helpful.

I also consulted James Elgart, Chief Financial Officer of Cambridge Biomarketing in Cambridge, MA. Elgart’s advice:

My suggestion for recent graduates in accounting is to look for opportunities in public accounting. If the larger firms are not “biting”, don’t dismiss regional and even smaller CPA firms. Gaining experience in public accounting will provide a real opportunity to roll up the sleeves and get a taste of a lot of different areas within accounting (e.g., individual taxes, business taxes, audits, etc.). Getting exposure to the functional areas within accounting is important. Ultimately, you will gravitate to those areas where you demonstrate competence and hopefully enjoy the challenges offered.

Further, Elgart advises to explore the requirements to be a Certified Public Accountant (CPA). Although it requires significant effort, it is a differentiator on a resume. Becoming a “CPA candidate”, qualifies you to become a student member of the Massachusetts Society of CPAs (www.mscpaonline.org). Lastly, Elgart recommends to keep up-to-date on QuickBooks and other technologies and software.

Q: For the past few years, I have had, by necessity (layoffs, family illness, economy, etc.), held a series of short-tenured jobs. Before then, I was a very successful top salesperson. Now, just everybody who reviews my resume comments on my short stays and despite my explanations, they toss my resume aside. What can I do?

A: This is a very good question and one that I am commonly asked. The days of spending 10, 15 or even 20 years at a single company are over for many.

Fortunately, there are a number of solutions on how to best present your work history in your resume. First, remember… always, lead with your strengths (just as you would when you were a successful salesperson).

Some solutions that may work for your resume:

- After your contact information, include a summary of your skills and work experience that is persuasive. Make sure that you have included certain key words that would trigger a key word search. For example, if you have a strong background in software sales, make sure that you include software sales in your summary. Larger companies often scan resumes and then hiring managers will do a key word search to find the best candidates from the internal database of scanned resumes.

- Include metrics in your resume. How much did you sell against your quota or your goal? Did you land any challenging or name brand accounts? What were your greatest achievements? A sales resume without metrics is a yellow (if not red) flag for most hiring professionals.

- Consider a traditional chronological format but eliminate the months and use only the years. Instead of 06/2002-7/2003, consider 2002-2003. It reads a bit more smoothly, is still truthful but minimizes any gaps along the way.

- If a traditional chronological format does not work, consider a functional resume. A functional resume is a resume where like skills and work experiences are grouped together. It can be effective when well-written.

Beyond your resume, make sure that you are actively engaging in the most successful job hunting tactics. Social media tools and job boards are important but are not a substitute for in-person networking.

Ensure that you have perfected your elevator speech. What is that? An elevator speech is a two minute summary of you who are as a candidate, a quick summary of your work history and what your next career steps might be. Your elevator speech should be authentic, truthful and highlight your strengths. This elevator speech should be your “opener” for almost every conversation that you have that is career-related.

A sample is below:

Hi. My name is Jane Smith. I am a salesperson through and through. I have about 12 years of sales experience working primarily in software sales. I began my career as an inside sales rep and enjoyed tremendous success – winning the President’s Sales Cup three years in row while I was with TUV Company. I was then promoted into a field sales role where I landed quite a few big clients like ABC, DEF and JKL. Most recently I sold online advertising space for QRS and exceeded my quota by 10% or more every year. I went back to school in 2005 and earned an MBA from State U. I am now looking for my next sales role. I love selling and am eager to return to a fast-paced, quota-driven role where I am measured on landing new business.

There is tremendous competition for each and every opportunity right now. And the selection process seems to lengthen a bit during the summer months because of vacations and other scheduling conflicts.

Let me share one tactic that some successful candidates have offered to my clients recently. Final candidates are often sharing a 90-day plan with a prospective employer. The 30-60-90 plan includes goals and milestones that the candidate expects to accomplish in the first 90 days. These plans serve to differentiate a candidate – in a good way. Such a plan can illustrate a candidate’s ability to think critically about success factors if offered the job. The plan demonstrates interest and showcases the candidate’s ability to organize and present information in a logical format.

Lastly, in your situation, you will need to perfect your responses to questions regarding gaps in your work history. Some gaps are explainable and some are not. You will likely get asked about gaps in your work history, so let me offer a suggestion. One sample approach for you to consider:

As we discussed, I was at QRS for over seven years. I left QRS to take care of my elderly mother. Thankfully, my mother’s health has improved dramatically. When I was ready to return to the job market, the economy was not working in my favor. I landed a job at DEF. It was a venture-backed company and it ran out of funding, so I was laid off along with 50 other employees. I am now looking for a new sales position and would love to land a role similar to the role at QRS. I loved that role and was very successful in exceeding my quota month after month there.

Notice I led with a strength (providing a real-life example where you have showed commitment to a company). Then, I provided an honest explanation of a gap in your work history. Further, I explained another gap in a direct and non-defensive manner. Finally, I closed with a positive, forward-looking statement.

It is also worth visiting the jobs section of www.boston.com. There is alot of information about resume writing, interviewing skills and job search tactics.

Q: I see that there are many government and government subcontractor jobs available. What is the secret to getting hired by these employers? What type of background check do they do? I see jobs being posted with different clearance levels but I am not sure if I am supposed to get the clearance level (or already have it?) or the employer handles this?

HELP!

A: Getting hired by the government or by a government subcontractor in some ways is no different than getting hired by a non-government employer. First, compare your qualifications to the requested qualifications for a specific role. If you believe you are a strong candidate, you should apply according to the steps indicated – it may be submitting a resume and cover letter via email or mailing the requested documents. Or if you have an internal contact at the company, that may be another avenue to submitting your information.

I consulted Maryanne Cromwell, Director of Human Resources for Quantech Services, Inc. Quantech Services provides a wide range of services to many clients, including the US Navy, Department of Defense and Department of Transportation. Cromwell explains the background check process:

The background checks can be very detailed for a security clearance. Most government and government contractor positions require a secret clearance. You must be sponsored by a company or the government in order to receive a clearance. If a position requires an immediate clearance they may not be able to hire you for that specific position. If the company is willing to hire you with a contingency of securing a clearance they will start the clearance process before you are hired. It takes about two weeks to secure an interim secret clearance. You must complete detailed paperwork which includes a background investigation for this clearance. Some of the items that are asked involve your Foreign Interest (if anyone owns property abroad), Drug or Alcohol abuse, Credit History (Bankruptcies, Liens etc…), Military History (Dishonorable Discharge). If you don’t have positive history with these types of items then you will most likely be denied the clearance. You must also be a US Citizen to be eligible for a clearance.

In 2008, the Federal Government employed about 2.0 million civilian workers (excluding the postal service). For more information about job opportunities and trends in hiring and employment in the Federal Government, review the visit Career Guide to Industries, 2010-11 Edition (www.bls.gov).

Q. I am very interested in joining a small consulting company. I was introduced to the staff through a networking contact and had a great initial meeting with a consultant. After that, they asked me back for informal meetings with a few different people. They are all great and they seem to like me too. I know they have a real opening, but I haven’t been asked to interview for the position yet. What are my next steps? I don’t want to be too pushy, but I don’t want to lose what I think could be a great opportunity.

A. So far so good! Discovering opportunity through your network is exactly what job seekers hope for. Your network led you to what seems to be a good match and there is a great deal for you to do at this stage. Many people might describe meetings as informal, but meeting people you want to work with who might want to work with you, is anything but informal. Interviewing is a process of getting to know someone, the skills they have and their experience. It is also an opportunity to learn what an organization is looking for in terms of skills, style, and strengths needed for success on the job. Interviews do not necessarily need to start with formal invitations or use the question and answer format.

Your “interview” started with the introduction you received from your networking contact. That person described you; your skill set, and in their encouragement to meet, probably suggested some areas of professional interest for their contacts to explore. In each interaction you have had so far, you have been assessed for the position they are hiring for. Each participant in the interview process most likely has a list of criteria they have for the new hire and in their meetings with you, are looking for examples or demonstrations of these criteria. So, now you know you have been interviewing and you know you have not answered the most important questions they never asked.

Not every interviewer can provide candidates with a good interview, and as a result, great candidates need to over-prepare. Most people will prepare a list of the questions they anticipate being asked and they will prepare answers to these questions. They will also prepare a list of questions they want to ask. These preparations are all valuable, but where good candidates stop preparing, great candidates continue. Regardless of the questions asked, great candidates prepare a list of the messages they need to get across. Have you learned how they would describe the successful candidate? If you know what you would like to be asked in a formal interview, you know what you’ll discuss regardless of what gets asked or doesn’t. Are there examples of work you have done that you can discuss so the hiring organization can see how you would be successful on the job?

You have been interviewing, and now you have the opportunity to demonstrate the behaviors of a successful member of a small consulting company. So, take the initiative to arrange a next meeting. Discuss your sincere and significant interest in their organization and make sure you are prepared to convey the information which will make them see the best option there is – making you an offer.

Q. I recently attend a legislative reception consisting of cocktails, light hors d’oeuvres and networking. What is the proper etiquette for keeping your suit jacket buttoned? Many of the men had unbuttoned their jackets while talking, but I thought that one would keep it buttoned until they sat down. What would be the correct procedure?

S. F., Richmond, VA

A. Etiquette is an ever-evolving set of guidelines that help us know what to do and what to expect others to do so our interactions can be as successful and positive as possible. One way etiquette has clearly been changing is in the softening of a variety of rigid “rules”. One such rigid rule was the notion that men should always button their jackets unless they are sitting down. To button or not to button is no longer a mandate. More important is your own comfort level because if you are comfortable, you will exude an air of confidence which is a good thing both in business social and purely social situations. You might want to button because it will create a more formal look . At an interview or when making a major presentation, the buttoned look helps create an image of polished professionalism. You might choose a more casual unbuttoned look at a social or business social event such as the one mentioned in the question. The sense of comfort and approachability that the unbuttoned look gives can make joining a group and engaging in small talk easier and more pleasant.

If you are going to button, whether you are wearing a three button or a two-button jacket, don’t button the bottom button. With a three-button jacket you can button both the top and middle buttons, or just the middle button. Some image experts will tell you buttoning only the middle of the three buttons is a more casual look. If you have a double breasted jacket keeping it buttoned when standing looks better.

In today’s world the important issues relating to wearing a suit or jacket are:

1. When you have a choice, wear one. So often I go to events and am astonished to see men wearing a sweater or just a shirt or even jeans and a t-shirt, no jacket much less a tie. If it’s even a question of to wear or not to wear, then wear a jacket and tie. You can always take it off. But if you don’t have a jacket and tie and it turns out the occasion is more formal, then you’re out of luck.
2. A good fit. Regardless of how complimentary the sales person is, take your new purchase to a tailor and have it altered to fit your body. It’s well worth the extra investment. You’ll look sharp and confident.

Q. My husband has been looking for an accounting job for months. He has over 10 years experience in cost accounting. He is now going for his MBA and is sitting for his CPA. Do you have any tips to give him to get an interview? He has not had one interview this year.

A. Experience in accounting, with the additions of a CPA and an MBA will help your husband be a very strong candidate for an array of roles in many industries. Adding these credentials to his current experience and skills is a good use of time, but not at the complete expense of job search time. Often people taking classes or programs for certification to enhance their skills will wait to start a search until they have completed their additional education. This kind of delay can have a negative impact on job search effectiveness and is not a mandate from employers.

Your frustration, and his, over a lack of interviews is to be expected. Getting interviews is one step toward the final goal of job offers. “Getting a job” is too big of a goal to measure against daily. The most effective job searches can be organized like most big projects – with interim goals, documentation of the many steps involved and metrics of activity leading to the goal.

Writing a great resume, which demonstrates your capabilities, is the first step. It needs to be complete, accurate, have no errors and be compelling to the reader. Be willing to adjust your resume based on feedback from knowledgeable sources, but don’t change it every time someone gives you a comment. Many people will over focus on editing and re-editing their resume as an excuse to avoid more difficult job search activity.

Effective job searches use all tools available, so a write up similar to your resume should be part of your LinkedIn profile. If you are a graduating senior, or a senior executive, and everywhere in between, you need a LinkedIn Profile. Let people find you. If you have skills employers are searching for, make it easy to be found. Make it easy for recruiters who are looking for people with your skill set to find you.

Find recruiters. Do the research on which recruiters fill the kind of jobs you are looking for. You should plan on working with several recruiters. Remember they work for the hiring organization and if they have the right opportunity for you, they will contact you. Stay flexible to the kind of opportunity they present to you and be very clear as you evaluate what kinds of roles you really want. Dedicate perhaps 10 to 20% of your time to recruiters.

Your husband might also consider contracting roles. Many recruiters offer both full time permanent roles and contract roles for projects to cover leaves or for temp to perm opportunities. With his background and skills, there are many types of organizations where he can use his skills. He should be able to gain interview experience with the recruiters and with companies. Your husband should focus on exploring industries he is interested in getting into and take contract opportunities that add to his experience.

In addition, networking activity can not be overlooked. Former colleagues form the base for a strong network and new contacts from MBA classes, faculty members, and university staff should be part of your husbands’ network. Study the concepts of effective networking as you would any other business class. This skill will be needed throughout a long and successful career and at least 40% of job search time should be spent on these activities.

Professional associations are also vital and there are many finance and accounting groups available to join. Your networking contacts can make recommendations about which groups to try and where to dedicate time. At least 10% of your time should be spent with these efforts.

Job seekers engaged in prolonged searches can also benefit from job search support groups. The sense of community, continuity, and sharing of best practices, can have a profound positive impact on job seeker behavior. Finding colleagues in this process can bring humor, perspective, and encouragement to a very demanding process.

Reviewing web listings and job boards will be a continuous process. Reviewing web sites of companies where you have a special interest can be valuable, and the larger boards where many roles are listed may offer insight to where the openings are. Perhaps 5% of your time should be spent here. Using this information, coupled with getting more details and introductions from your network, can make you a much more effective candidate for these roles.

Committing to each of these activities weekly and in the right proportion, will get your husband that much closer to the large “get a job” goal.

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. For the past few years, I have had by necessity (layoffs, family illness, economy, etc.) a series of short-tenured jobs. Before then, I was a very successful top salesperson. Now, everybody who reviews my resume comments on my short stays and despite my explanations they are done considering me as a candidate. What can I do?

A. Everyone, and especially every hiring manager, has very concrete ideas about what is too long a period of time to be at a job and what is too short a time frame. The implications of the length of time on the job impact whether your resume will make it through screening, and how far you will make it through the interview process is often based on the reasons behind why you have changed jobs. Managers assume they know a great deal about you as a worker, a performer, and the kinds of issues you would bring should they hire you just by looking at your resume.

Short term jobs raise concern with most managers. They make you "suspect" as an employee. Hiring managers want answers to why it seems you can't hold a job. Are you incompetent? Unreliable? Did you cause problems in the work place? Perhaps you were just too hard to get along with. One short term job - with a good explanation, most people can understand, but multiple short time jobs are a cause for concern. When acquisitions and layoffs were at their peak, many people stayed in the same chair but had a new employer. For example, professionals in hi-tech became known as nomads as their careers followed company hiring or laying off based on that quarters success or failure.

You say you left the jobs by necessity, but many employers would not agree with you. Your goal is to make sure the reader sees a commitment to work and to your career. Resumes often create short term jobs where there aren't any. If you had a number of jobs with the same company, make sure the dates show the entire time at the organization in bold, and use a smaller notation for the number of months or years for each role at the company.

When you say short tenured, I am assuming you held the jobs for less than one year. If it is even less - perhaps several months, you may consider eliminating the position from your resume. Some people would disagree with this tact, but I believe it is worth considering.

Others might think that close to a year is a reasonable amount of time, which could be true for very junior or pre-professional jobs. The selection process and training a new employee are expensive endeavors and employers are not happy to have to go through this process more often than they need to. Most employers believe that past performance is the best predictor of future performance. Their belief is if you left jobs after a short period of time, you do not show a commitment or loyalty to the job.

The easiest and most effective way to explain short term jobs is by meeting with people face to face, so networking still leads the preferred methods of job seeking. The answer you develop needs to encompass a period of time, and not a litany of "I left that job because...and that job because..." You will be asked why you made the transitions you did and your answer might be something like, "After five very successful years in that role, I needed to care for a relative. I left my position and was able to be a primary caretaker. When I then found a new position which I knew I could commit to, the economy took a turn for the worse, or my relative became seriously ill once more (whatever was the case). This was a time of challenging and difficult decisions. I am committed to my career, and to the companies I work for, and would hope to show you that in this position."

Practice, fine tune, and get comfortable with a truthful answer that represents you well. Use those selling skills, and show why this hire is low risk, and what you will be able to contribute will more than make up for the trepidation they may have wondering if you will leave them having to hire again before they are ready.

Q: I took some time off from my career to care for my mother before her death. Initially, I took a leave of absence under the Family and Medical Leave Act. Then, I left my job knowing that my employer could not hold my job for me indefinitely. My company reorganized and had lay-offs during the time that I took care of my mother. I have re-applied for my old job (which I really loved) but I don't think they will have an open position for a very long time. I need to return to work. I am still working through all the grief but I have a pile of bills to pay too. Do you have any suggestions for how to return to the workforce? Also, how should I explain this period of unemployment? I am reluctant to discuss the details of my mother's illness, hospitalizations and death.

A: I am very sorry for your loss. I can personally empathize with your loss. Losing a loved one is a devastating event. Quite often, after a loss, we are expected to dust ourselves off and return to our daily lives. This is easier said than done.

If you feel like your grief is overwhelming, you may want to consider therapy or joining a support group. Either or both could be helpful. The hospital that provided care for your mother before her death may be a good source for information and referrals. Churches, synagogues and other houses of worship may also provide counseling or referrals to appropriate resources. Discuss your grief with your physician to make sure that he or she is aware of your loss. Your physician may also refer you to counseling for your grief.

If you have not conducted a job search in the last few years, you should spend some time researching job search strategies. A job search today is much different than it was even five years ago. Boston.com has an entire section devoted to jobs. Visit www.boston.com/jobs.com. A few quick tips:

- update your resume, be truthful about your dates of employment and make sure that it is crisp, polished and professional
- develop a 1-2 minute "elevator speech" about who you are, your background, your qualifications, education and what type of role would be of interest to you (see a sample below)
- begin re-connecting with former colleagues, co-workers, friends, neighbors and others with the intent of letting them know you are looking for work
- use social media tools to help jumpstart your search (LinkedIn, Twitter and Facebook can all be helpful when used effectively)

Your elevator speech should be authentic, truthful and succinct. Without knowing you or
your work history, I have developed an initial draft that you should review and edit.  It should contain accurate information and sound like your voice, instead of mine.

A sample:

I am a seasoned Human Resources Representative. I have worked with a number of well-known firms including ABC and DEF. I have more than ten years of experience in all facets of HR including recruitment, employee relations, benefits negotiation and administration as well as compliance. I enjoy working on the most complex and unusual HR questions and resolving them efficiently. I have an undergraduate degree in Business Administration from LMO University. Most recently I was employed at XYZ in Boston, MA where I was an HR Rep for the entire eastern region. I absolutely loved my job at XYZ. I left XYZ in late 2009 to care for my seriously ill mother. Sadly, I lost my mother this past spring. I am now eager to land a new role in HR. I am looking for a role similar to the role I had at XYZ. Every day at XYZ was a challenge and I enjoyed my role there quite a bit.

With the sample elevator speech above, my goal is to be factual and also demonstrate the enjoyment that you mentioned in your most recent role. If you have a degree, it is often helpful to mention that information. Notice I discussed your mother's death but I didn't focus on it or provide details. Instead my last statement brings us back to your career interests and enthusiasm for your work.

Realistically, you will have to practice your own elevator speech several times before it is ready to be used in your job search. Practice in front of a few trusted friends or relatives. You will also want to make sure that you can speak candidly about your mother's death without losing your composure (another one of those "easier said than done" things). It may take time, but with practice, your elevator speech will become smoother and more authentic.

Why is an elevator speech important? It is a critically important component of a job search. When you have the opportunity to talk to a former neighbor, someone that you run into at your niece's soccer game or a hiring manager that picks up the phone when you call, you want to be prepared with a succinct and clear message. Most people give anyone a few minutes of their time. You want to make the most of that time and be able to communicate your message quickly and efficiently.

In 2002, my mother died after a lengthy illness.  My mother, who raised seven children, used to give me very good advice when I faced a daunting challenge.  Her words were simply, "YOU can do this!"  I encourage you to take my mother's advice with regard to your job search -- "YOU can do this!"

Q: I have applied for several jobs within my company through our internal job posting system. I have been turned down at least three times in the past year for internal opportunities. I need someone to give me a chance at a new role. I am in a job that is monotonous and boring. I have been doing it for more than one year. I have a degree in communications but I am hardly using it. There is so much out there about how to land a new job when you are unemployed. My company has not had lay-offs like other companies. What gives? What about finding a new job within your current company? I also don’t think my company is posting all open jobs within our company.

A: You are in a fortunate position but probably don’t realize how fortunate your current situation may be. First, you are gainfully employed when national unemployment figures are hovering around 10%. You may not be in your ideal job but it sounds like your company offers a stable environment. Many will be reading your question and feeling envious rather than sympathetic.

Congratulations! Your company posts some jobs internally! Not all companies post jobs internally. And it sounds like there have been some internal opportunities posted despite the overall challenges during this recession. Your employer is not required to post all jobs. Your company can select which open positions to post and which ones not to post. In general, posting jobs internally though is a good practice. It allows existing employees to move within an organization and also sends a message that your company is hiring. This is a welcome signal to many employees. Lastly, posting a job internally often yields a significant number of employee referrals from existing employees. Many employers offer employee referral bonuses or other rewards if an existing employee refers a candidate that is hired.

Without knowing a lot about your company, I can tell you that there are many, many employees at your company who are focusing on the work on their desks and feeling like they are lucky to have jobs. There are likely employees at your company that are not aggressively pursuing roles outside of your company, particularly if your employer is stable. With more and more employee remaining in their current positions, this often results in less movement internally within companies. This pattern often occurs during recessions.

Although I understand you feel like you are currently not challenged, there are ways to improve your chances at progressing within your current organization. A few pieces of advice:

• First, perform your current job well, really well. It sounds so obvious but it is true. Many employers will not allow an employee to post for another role if the employee is not performing well in their current role.
• Ask for additional duties and responsibilities if you have the ability to take on more work. You will be viewed as a “go-getter” who performs beyond the expectations of your job. Do not use extra time to chat with co-workers, text friends or check social networking sites.
• Make sure that your relationships with peers, colleagues, members of your HR team, your supervisor and others are strong and professional. Develop a strong internal network of colleagues. Avoid excessive complaining, whining or negativity even if your role is not ideal.
• Don’t post for every position that becomes available. Be thoughtful. Post for those roles that are a reasonable step beyond your current position. Make sure that you are qualified. If you are required to submit a written document when you post for a job, make sure that you present your qualifications in a crisp and professional manner. I would guess that internally posted positions are attracting many qualified candidates from within your company. Competition is fierce for almost all opportunities right now.
• Be gracious to those that spent time with you during the posting process. Send thank you emails or notes. I often favorably remember those candidates that send me a thank you note or email. It is a small world. One of the individuals may be a colleague or even a supervisor some day.
• Think about challenging yourself in other ways like learning a new skill (think about which skills may be helpful in your next position) or returning to school at night.

Hiring has picked up recently but I am certainly not seeing a hiring frenzy with any of my clients. I think most companies are filling roles in a cautious and prudent manner.

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. How long should you reasonably be expected to commit to a new job? I'm in an entry-level position currently and have been looking for a new job on-and-off for the last 18 months with no success. I'll likely move out of state next summer when my boyfriend finishes graduate school. Advancement within my company isn't an option. I’ve promised myself I'll stop my search once I know I would be at a new job for less than a year, but I still feel uneasy submitting applications. I'm very unhappy with my current job, but don't want to make enemies at a new job by leaving shortly after starting. Any advice would be most appreciated.

A. P., Huntington, NY

A. While the time frame can change, a one-year minimum commitment to a job is a good rule of thumb. That time frame can be affected by the type of job it is and how long employees typically stay in the particular position before advancing or changing jobs.
Before springing your time limitation in an interview, try to ascertain the expectations of the particular position. Ask how long the person before you held it and if that was the typical tenure. If the interviewer asks how long you’re able to commit, be upfront about your time constraints. You’re correct in thinking that you’re less likely to get a good recommendation or future career network support if you leave a job soon after taking it.

A year is a long time and plans can change. There are a variety of factors that may influence your situation a year from now. A new job may turn out to be your dream job that you don't want to leave. Your boyfriend’s plans may change. While I hope it’s rock solid, your relationship itself may change. Your instincts are correct: if you arrive at a point where you will be in your present job for less than a year, then staying there until your future is well defined may be your best option. You’ll be able to give your employer reasonable notice and leave on a positive note and, perhaps, with a letter of recommendation.

You’ve looked for a new job unsuccessfully on and off for 18 months. If you decide to continue your search, shake things up. In your off hours, make the job search your number one priority, not an on- or off- again effort. Examine your current network and how you can modify or add to it to help you be successful. A one-year position could be a perfect opportunity to try something different outside your career experience or education. There may be interesting opportunities at a local hospital, retail store, dot-com, financial business, or non-profit.

Q: I am not an expert in HR but I have been hiring recent college grads and am appalled by the lack of professionalism and lack of respect that I have observed during our hiring processes. Can you publish some guidelines for college grads to review before they begin interviewing for jobs? It seems like no one has ever told them how to behave during the interview process.

A: Well, there are college grads who "get it."  I have even hired a few recently for clients! However, I have seen the same lack of professionalism that you have seen in some candidates as well. Let me offer some guidance:

1. The interview starts before the interview. What does that mean?
a. Research the company. College grads are expected to have a basic understanding of the company's business model, clients and strategy.
b. If you know anyone at the company, it is worth calling or emailing that contact. Check LinkedIn.
c. Invest in your wardrobe. Most of us don't have to buy a $1000 suit but professional dress is important. For most interviews, leave controversial accessories at home -- nose rings, flashy earrings, purple shoes, etc. The focus should be on your skills, work experience and value, not on what you are wearing.
d. Your Facebook page. Lots of jobseekers get angry at me when I ask how they would feel about a potential employer viewing their Facebook page. Of course, most prospective employers are going to look at this page. Either make it private or remove the R-rated photos and comments.
e. Take the telephone interview seriously. Have your resume in front of you. Be prepared with a few questions that demonstrate interest in the role and/or the company. Be on time for a telephone interview just as you would for an in person interview.
f. Be ready for the interview. Have a few meaningful accomplishments ready to discuss. Be prepared to discuss your strengths and weaknesses. Lead with your strengths. Present the positives in your background. Be authentic and use your own words. Avoid clichés that sound too well-rehearsed.
g. Make sure that your resume is crisp, readable and error-free.
h. Can you get there and arrive on time? Do a test-run if you are unsure. Build in extra time for traffic, weather and/or other hassles. Don't guess!
i. Have your professional references typed up and ready to go. Make sure that you have contacted each one to let them know that you wish to provide their info as a reference.

2. The interview.
a. Arrive a few minutes early, 10-15 minutes ideally. Don't complain about the traffic, the elevator, the parking or the guard at the front desk. Have your license or other form of identification with you. Some parking garages and buildings require visitors to present a license or other identification before entering the building.
b. Bring along a few extra hard copies of your resume.
c. Look crisp, polished and professional, including your accessories. Don't carry along a backpack from your high school years.
d. Have a strong, confident handshake. Don't give a limp handshake to men or women.
e. Maintain good eye contact. It is ok to look away once and a while. Staring can become uncomfortable too.
f. Turn off your phone or other buzzing/ringing electronic items. Don't even think about checking your phone or other handheld device during the interview.
g. Be candid but lead with your strengths. If asked, offer a weakness but follow up with how you have strived to work on that weakness. Explain that you are open to feedback and you understand that feedback is part of the development process. Be prepared with good examples of some of your work-related accomplishments.
h. Be a good listener. Use active listening skills. No chewing gum!
i. Taking notes demonstrates that you are serious and interested.
j. Ask for a business card. You will want to thank that person for their time.
k. Never leave an interview without knowing the next steps. When can you contact them? Who should be your contact? What is the expected timeline for extending an offer?

3. After the interview.
a. Assess your performance. What did you do well? What didn't you do well? What can you do better next time? Your first interview will probably not be flawless. That is ok. Learn from that experience.
b. Send a thank you email, note or letter. Which one? You will need to assess how they have communicated with you thus far? If they are a law firm, consider a formal letter. If they are a technology start-up, an email is probably fine.
c. Follow up. It shows interest and professionalism.
d. Be gracious even if you don't receive an offer. It is a very small world. You never know you will be sitting next to on an airplane or at a Red Sox game.

In the end, as humans, we all learn from our mistakes, errors and missteps. Learn from those mistakes and improve your next performance.

Q: I recently was asked by an employer to participate in a telephone interview for a job. I have never done a telephone interview. What should I expect? What should I do?

A: I am so glad that you asked. I just completed about 20 telephone interviews for several clients. Telephone interviews are as important as in-person interviews. I can share many pieces of advice (especially after this week!):

1. Be prepared. It sounds so simple. But apparently it is not. Don't schedule a telephone interview while you are picking up your dry cleaning, mowing your lawn or babysitting your neighbor's toddler. These background distractions impact your ability (and my ability!) to focus and concentrate. I had one candidate this week call me while she was food shopping. Don't make this mistake. I don't want to hear the guy from the deli asking if your turkey is sliced thin enough. This call deserves your full attention.

2. Be prepared. Yes, again. Be prepared. Know the company. Research the company before the call. Again, it sounds so simple. I have heard several times from candidates "Now what company is this call about? I sent so many resumes out that I can't keep track." Personally, I really don't care about how many resumes you sent out. I care about presenting the best possible candidates to my clients. I don't want to talk to candidates who haven't visited the client's website and who often lack a basic understanding of what my client does on a day-to-day basis. This is your job as a candidate. I can fill in some of the blanks but do your homework before our call!

3. Be prepared. Yes, sorry again... Have your resume in front of you. I have taken the time to review and print your resume in preparation for our call. You should have a copy in front of you during our call. I will be asking you about it! You should not have to say, "Gee, let me print that out... can you give me a minute?" Or "I didn't know I would need a copy of my resume for the call." Hmm... interesting. What did you think we would be talking about?

4. Be prepared. I am getting redundant, aren't I? Well, this time I mean be prepared to take my call at our pre-scheduled time. Translation -- be on time, be punctual, be ready to talk at our pre-scheduled time.

5. Follow up. If I ask you to call me back during the first half of the following week, please do. If you don't follow up with me, it demonstrates lack of interest. If I ask you to email me 3-5 references, that means.... email me 3-5 references. If I ask you, which I frequently do, to stick close to your email so we can efficiently schedule an in-person interview, then check your email regularly over the next few days.

The interview process starts far before you walk into a company for an in-person interview. The preparation is so very important. Do your homework. Demonstrate commitment. Show that you can add value.  Finally, remember to prepare a list of accomplishments to share with your interviewer.  You want to convey that you can add value if offered a new role. 

Q. I think I am coming close to an offer. I have had two interviews, and they told me they will be checking my references, and then inviting me in for another meeting. Everyone tells me to be ready for an offer. What does that mean?

A. Congratulations may be in your future, and all the signs point that way, but that doesn’t mean your work is over. Being ready for an offer means making sure the hiring manager and organization have no obstacles to making the offer. It also means knowing what you want in an offer so that negotiation and your acceptance go smoothly.

You have selected references who want to support your job search and can speak highly about your skills, work ethic, and talents demonstrated when you worked together. Your references need to know what the job is, why you are the ideal candidate, the challenges you will face and all about the skills you have to address these challenges. If there are any issues or concerns the hiring organization has about you, prepare your references to address these as well. Do not let them be surprised. Your references should sound similar enough to show they are all speaking about the same person, but not so identical the content appears scripted.

Ask your references to contact you as soon as they have completed the reference conversation. They can provide you with information about the questions asked, areas of special interest in your skills, and you’ll want to know if there are any issues. If there are, you may be able to have your other references address them in their conversations.

Make sure to select and prepare your references every time they may be called, and ask for that return call. Excellent reference conversation can validate why an organization wants to make an offer, or raise concerns that might not have been there prior to the conversation. Certainly a written thank you is in order after all the support is provided.

Being ready for an offer also means you know what you want your offer to look like. Compensation packages are involved with many areas including salary, benefits, retirement contributions, flex hours, the opportunity to work virtually, vacation time, tuition reimbursement, child care and car allowances. Companies change compensation packages based on the role, the value to the organization, and the difficulty in making a successful recruit. You may change what you want in a compensation package based on where you are in life, and being able to prioritize what matters to you will help you create a win-win environment .

Knowing what you hope to receive in an offer allows you to be prepared for the offer discussion while your negotiation power is at its peak – when the offer is made. Being ready for an offer also means knowing about the corporate culture and what will most likely be acceptable regarding what you value most as part of your package. If your highest priority is a 4-day work week and working virtually for at least two of them, what are you willing to give up in exchange? Is this an organization who has done this before? If not, your chances of making your offer look like this are slim – unless you have skills that are in high demand.

Take a complete list of offer components, and prioritize what you need and want. Evaluate what you’ll be willing to let go of so that you can maximize the gain in the areas you rank most highly. When the offer comes, be appreciative. Thank you is the appropriate first response. Then listen to all that is offered – the details really matter here. Does it meet what you had hoped for? Is it in the right range? Is something vital missing? Increase your value by reminding them why the match between your skills and the position is ideal. Then ask if you can ask a question about the offer. Your question might be about the flexibility in the offer because you have just a few points you’d like to address. Be ready to discuss your top picks, in a very positive manner. Negotiations will move forward if handled professionally, and show that you are ready for an offer.

Q: I've been searching for a creative-marketing job for quite some time now. With 10+ years of experience, I thought I would have been invited on a few interviews within the last year and a half, but have yet to receive one call. I see the same job listings posted and reposted, what is the best way to get your resume noticed?

A: Thanks for your question. You raise several very important issues. First, let's talk about your job search strategy. Yes, you should be following jobs that are posted. In most fields, job postings are easy to access and provide useful competitive information about what companies and industries are hiring, what skills are required and sometimes even compensation for a specific skill set. And many companies post jobs. However, not all jobs are posted. I would like you to think about how you are using your time.

Networking is still the most powerful job hunting tool. Networking is critical to discovering the hidden job market - those jobs that are not posted. Networking is also key to being referred into a company. Have you been using LinkedIn? LinkedIn is a very powerful networking tool. It does not replace the old-fashioned, traditional networking of meeting contacts for coffee or for lunch, but it is very valuable for connecting with and expanding your professional network. There are also subgroups on LinkedIn that target very specific interests, skill sets and specialties. There will likely be subgroups that target creative marketing. Also, Twitter is an easy and simply way to find out more about job openings. You can follow a targeted group of people, professional associations or companies.

I hope that you have been active in professional associations that might offer you opportunities to network. Alumni association events can offer helpful networking opportunities. There are also some great Meetup groups in the Boston area. Visit www.meetup.com to better understand how Meetup groups work. Meetup is an online community that links specific groups that meet to discuss a variety of topics. There are Meetup groups that focus on networking, sharing job leads and marketing.

Work on a two-minute job pitch speech if you haven't already. In two minutes, you should be able to summarize your skills and work history. Make it memorable and authentic. Here is a sample:

Good morning! My name is Mary Jones. I am a creative marketing professional with more than 10 years of experience in the pharmaceutical and biotech industries. I have a particular passion for public relations. I also enjoy media relations. I have an undergraduate degree from University of XYZ and an MBA from ABC University. I am now in the market for a new opportunity. Can I have about 20 minutes of your time to pick your brain to determine if you, or your network, may know of opportunities that might be a good fit for my skill set?

My personal observations over the past several years with regard to marketing roles are:

1. There has been a shift toward quantitative, more data driven marketing roles where a company's investment can be measured.
2. Email marketing, natural and paid search and tracking and analytics are skills that seem to be more in demand.
3. Roles in online marketing seem to be growing while roles in traditional marketing seem to have stabilized.

Think about your skill set. If you have some of the online marketing skills, are you highlighting them strongly enough in your resume? Make sure that your resume is crisp, easy-to-read and not too dense. Include meaningful metrics where possible. Use bullets to list skills rather than a paragraph format. A resume should summarize your professional work history and not include every detail. Ask a trusted friend or colleague to critique your resume.

Q: I have been without work in my field for over 3 years. I worked at the same institution for over 34 years but had to leave for reasons I cannot go into here. I have an excellent resume and great references but cannot not seem to get an interview or get past human resources. I have networked and done everything right. I have applied to over 40 postings at one institution and can't seem to get even a phone call. I am extremely frustrated at this point but have not given up. I am an allied health professional. Is it possible they look at my being at one employer for over 30 years a detriment?

A: Congratulations on continuing your job search. Sometimes 30 plus years with one employer can be viewed as a negative but not always. Many view 30 plus with one employer as a remarkable achievement.

When I hear that a candidate is struggling to land interviews, I often worry about their resume. I am concerned that your resume may be too long, too dense or contain typos. Ask a trusted friend to review your resume. Ask them to share their honest feedback. Is it easy to read? Does it summarize your skills effectively? Boston.com has information on resumes do's and don’ts. Visit www.boston.com/jobs/advice for more information on building a strong resume.

Based on the information you presented, I can not make any recommendations on how to best explain your reason for leaving your last company after 34 years of employment. When an employee has worked for a company for such a lengthy period of time, usually an interviewer will ask you, or any candidate, about the circumstances around your leaving.

Instead of applying repeatedly to postings at the institution of interest, explore LinkedIn. Find out if you know of anyone at that company. On LinkedIn, you can enter a company and search for employees that have listed that company as an employer. Don’t have a LinkedIn account? Start one! LinkedIn is an online networking tool that can connect you to hundreds of contacts after the contacts have accepted your invitation. Having an employee at that institution provide information on open positions is far more effective than emailing them 40 resumes. LinkedIn also has subgroups that would be very beneficial to your search. Many positions within companies are not posted. It is critical to access these opportunities. You will increase your chances of hearing about new opportunities if you have contacts that know you are looking for work.

Work on your elevator speech too. What is an elevator speech? It is a job pitch that quickly and succinctly summarizes your background, skill set and even how another person can help you in your search. Be careful to remove any frustration, anger or frustration about your job search. A sample job pitch might be:

Hi, I am Jane Smith. For over 30 years, I worked as a dental hygienist for a small dental practice in Brookline. I have an Associate’s Degree from ABC Dental School. I love my field and I especially enjoy building relationships with patients over a period of time. I am now in the job market and looking for a similar role. I wanted to pick your brain on any opportunities that you may know about in the Boston area. I am excited to find my next opportunity.

Have you considered temporary or contract roles? These roles can sometimes lead to full-time offers.

Allied health roles include a broad range of positions including emergency medical technicians, phlebotomists, dental hygienist, cardiovascular technicians and lab technicians. Have you joined professional associations? Is there a school or alumni association that could be helpful?

Opportunities in healthcare are expected to grow significantly. The Bureau of Labor Statistics provides this information regarding job opportunities in healthcare:

Many job openings should arise in all employment settings as a result of employment growth and the need to replace workers who retire or leave their jobs for other reasons. Tougher immigration rules that are slowing the numbers of foreign healthcare workers entering the United States should make it easier to get a job in this industry.

Q. In the past 12 months, a key position in my company has gone through 2 employees, and we're about to lose the third. These people have chosen to leave--even in this job market--because of the unreasonable expectations for the position and the abusive treatment from the supervisor. I'm in another department and I need to work closely with the person in this role. This has all had a negative impact on my ability to do my job.

My boss understands this, and is not holding me responsible. I've talked to HR, and though he agrees it is a bad situation, the supervisor is considered "untouchable". My question is do I have to be part of the problem? I've participated in the interviewing process for the last two people and with the next one I might need to say “can you deal with a sociopathic boss?" How can I look a stranger in the eye and interview him or her for a job I'd tell a friend or family member to run away from as fast as they could? I don't want to make an "issue" out of not helping in the new hire, but I don't want to be complicit any more in perpetuating a bad situation.

A. In this economy, and with the challenges companies face, fewer people are deemed “untouchable”, or they are viewed that way for a much shorter time frame. The cost of turnover in key positions can be been calculated in terms of real dollars, and lost productivity.

Effective human resources people and managers whose areas are negatively impacted are able to communicate this cost so the situation can be rectified. Offering coaching to difficult managers can be very effective, but not all offers are accepted.

I commend you for being courageous enough to discuss the issue with human resources and with your supervisor. Your manager needs to support you by having the discussion in greater detail with human resources, and taking the conversation to the next level of management. As your supervisor, your performance and professional livelihood should be important enough to pursue the issue. You are being prevented from being able to shine, to learn and develop, to be recognized for your success by others, to perhaps get a bonus based on your performance, or to be recognized on any kind of succession plans as having potential. Your career is being impacted negatively, not just your job.

Separating out the issues may help to evaluate what you can impact. You need the person in this key role to succeed, so that you too can too. If the expectations of the position are unreasonable, you may be able to help human resources redesign the job. With your insights, and the comments which were hopefully gathered during the past two exit interviews and by speaking with the incumbent, there may be a way to make the position more manageable. The challenging manager needs to be involved in this process. HR should be able to have a conversation about the cost of continually recruiting for this position, and the need to redesign the role to gain support from all involved.

In this way, the structure of the role might be viewed as the issue, and not the manager. As far as being part of the interview process, you can be honest with HR and decline to participate. Or you can also be part of finding a person to take the position who is made aware of the challenges, has experience working with difficult managers before, and wants a job where they can be successful.

This is also why applicants are encouraged to ask questions about why the position is open, and how the role is structured. When positions have history, it is most often not just because of the former employee.

Q: I have been job hunting for over one year, looking for a senior executive assistant or administrative assistant position. I have more than 10+ years of great experience, and have no trouble landing interviews. But no job offers. I've read up on interview skills and feel I do all the right things. I have never doubted my ability to come across well in such situations. I don't know what the problem could be. Any advice or suggestions? Thank you.

A: Congratulations on your persistence. This is an extremely competitive employment market. With Massachusetts unemployment hovering at just over 9%, there are many qualified candidates for each open position. Employers are very selective right now. However, I have heard from more than one employer the same sentiment: “Any one of these candidates could do this job and do it well.”

The fact that you have landed interviews is encouraging. The fact that you had landed interviews means that your resume is probably very impressive. It is likely crisp, easy to read and error-free. This is important. I still receive resumes that are choppy, too dense, are filled with too many confusing fonts. Boston.com has professional advice and tools that help candidates build a strong resume. Visit http://www.boston.com/jobs/advice/ for more information.

One additional comment about your resume - you may want to consider using two versions. I would suggest tailoring one more specifically for the administrative assistant role and then using a second version designed to target the executive assistant role. Since they are two distinct jobs, this may help you secure more interviews. Some hiring managers are reluctant to consider candidates that have executive assistant titles in their backgrounds for administrative roles. We don’t want that experience to work against you.

I am also pleased to hear that you have researched interviewing skills. You sound like a serious job hunter. The interview is really designed to get more information about you, the candidate. A talented interviewer will try to learn more about your skills, talents, potential value to the company as well as how you will fit into the culture. Try to conduct a little research on about the opportunity -- about the job, the manager and the company before you ever enter the company. The interview does NOT start when the interviewer says “Hi Sam. Welcome to First Beacon Group. How are you today?” It starts before that point. You should research the company, the culture, their product or service, their competitors and even their strategy. There is so much information available online now; it is much easier to access this information than it was even 10 years ago. If you have a contact or colleague at this company, give this person a call. Don’t know anyone at the company? Check out Linkedin and search for those with current or former connections to the company. Additional knowledge and insight shared by an employee or former employee is valuable.

A couple of interview pointers:

- Be prepared. Arrive a few minutes early. Map out a route beforehand if you have the slightest concern about how to get to your interview destination. Build in extra time if you are concerned about travel time or traffic.
- Bring an extra hard copy of your resume.
- Dress the part. If they are a suit type of place, wear your best suit. It is always better to be a bit overdressed than a bit underdressed. Minimize distractions. This is not the time to wear your flashiest earrings or loudest necklace. You want the focus to be on your skills and experience.
- Be ready to answer the most common interview questions. Provide examples that demonstrate your points. Be succinct, clear and confident. Avoid rambling, long-winded stories.
- Maintain good eye contact and appropriate body language. Be an active listener.
- Avoid bad mouthing former colleagues or employers. This is a turnoff.
- Be gracious throughout the interview but especially at the end of the interview. Thank those that met with you. Offer a firm handshake.
- Remember to make sure that you have demonstrated your value. An employer is like you or me (a consumer) at a department store. Like a consumer, the employer wants to purchase an item (an employee) that can provide value. You need to demonstrate what you bring to the company in terms of value. Is it increased revenue? It is improved efficiency? Is it reduced expenses?
- Send thank you notes or emails to all who met with you. Follow up in a persistent but professional way.

Lastly, interviewing is a skill. Like any skill, it can be improved. Practicing interviewing can enhance your interviewing performance. It will only work to your advantage.

Q. I am trying to be thorough in my job search and have prepared different versions of my resume to address the potential needs in a few different roles. I have been told I have exceptional experience and academic credentials, and I believe I could realistically pursue several career tracks. How would you suggest I market myself to retained search firms? Many firms today have a place on their website where you can upload your resume to be considered as a candidate for positions for which they are sourcing candidates. Since I have different versions of my resume targeted to different industries and/or positions, how do I approach them with the best chance of getting a response?

A. Retained search professionals are seeing the market for their services improve, and after a dismal 2009, first quarter of 2010 offers a promising outlook for the rest of the year. Many job seekers have been overlooking these resources, and your efforts with these recruiters are much likely to pay off.

For an insiders look into how to successfully access retained forms, I consulted with Joe McCabe, Vice Chairman of CT Partners (formerly Christian and Timbers). Joe offers two suggestions when approaching retained search firms. First, get your “generic” resume in the firm's database by applying online to give you access to everyone throughout the firm.

Also, research the consultants on the firm's website to see which ones have a search practice most closely aligned with your career experience. Send that slightly tailored version of your resume to the most relevant consultant first. So if you have financials services experience than send that version to the consultant who handles that vertical market. McCabe cautions that the content should be fundamentally the same with different highlights, but it must not contain any inconsistencies in the core content.

Often people with multiple resumes consider various formats. Most retained search professionals prefer the traditional layout of Company, Title, and dates employed, as opposed to resumes challenging the reader to identify where responsibilities were performed or when someone worked at a particular organization.

Retained firms, and contingency firms as well, have functional or industry specialties and if your areas of expertise do not fall into those areas there will not be a response to your unsolicited emails or calls. Focus on accessing firms who are looking for people with your area of expertise. Remember the firms do not need to be local to the area of your search. A west coast firm may be doing an east coast search, or the reverse. And only one retained firms has an individual search.

If you are right for a job, search people will be eager to talk to you. If they do not think they can present you to a company they will not meet to network, or to hear why you want to make a career change into the role, or industry. I say this because job seekers often forget what search specialists are responsible for finding the right candidate for a company not the other way around. They are compensated by the hiring companies so they will always remain priority for them, not the job seeker. Remembering these hard facts will hopefully make some of the rejection that comes easier to handle.

Q: I was laid off in February. I saw it coming so my resume was done, and I have a LinkedIn account and a Facebook profile. I know I’m supposed to use 'social networks' as a tool to find a job. But I’m not sure I really get how to use them in a job search?

A. I’m so glad you were prepared for your layoff, and that you took advantage of that time to prepare for the search. Many people do not use the advance notice they have, which is unfortunate. Networking remains the best way to conduct a job search, and the number one method leading to offers. Add technology and we have super tools when they are used effectively. A job search is about effectively marketing yourself and your skill sets to prospective employers. Social and professional networking tools provide a simple and efficient way to accomplish this. And using these tools is worth while because HR professionals, hiring managers, recruiters and search firms are also using these tools to look for you.

To consider your LinkedIn profile current, it should have great resume content for all your experience areas as well as references from former colleagues at each job you’ve held. Consider growing your connections by entering the names of the companies you have worked for, so that you can review who else you might want to invite to link. Have you listed all your current or past professional memberships? I don’t find the outlook mass invite strategic enough, but other people are comfortable using that tool. But I do encourage you to spend time “playing” to see who else you know by looking up people, companies, reviewing the jobs link. This treasure hunt will pay off. Your goal is to develop a strong network of level 1 connections. LinkedIn describes these as your trusted friends and colleagues. Based on the number of level 1 contacts you have, your second and third level contacts grow exponentially, so you have more potential leads and information. Include your picture, and make sure a person interested in hiring you would consider it professional. On the home page you can share information about the kind of position you are looking for – these updates can be very effective.

Next, join some industry relevant LinkedIn Groups. LinkedIn groups are a great way to keep current on industry news, networking events, trends and more. So start by joining all of the groups hosted by the largest industry associations and trade magazines in your field. You may also see job openings posted here before they are listed anywhere else. Also, creating a reading list on Amazon (which feeds into your LinkedIn account) to let your contacts know what you are reading and what you are interested in is a simple way to give a hiring manager more information on you than what they will find in a resume. You may also find great recommendations about books organizations are using as professional development. Make sure professional reading is what is listed here.

Some people use Facebook as a less formal networking group. You might have personal friends, or people in a broader selection of professions as contacts. Use the fan status to follow companies you need to learn more about. Facebook (MySpace, Friendster, etc.) and LinkedIn makes it easy to query your entire network with job search related questions. Both tools are great for providing brief updates on where you are in your search and what help you might need on any given day.

If you want to take your social networking strategy to the next level consider sharing your industry expertise through microblogs like Twitter. It’s a great way to showcase your knowledge and experience with your peers as well as potential employers. Also, you can easily feed your Twitter account into your Facebook profile making updates a lot more efficient and allowing you to reach two audiences simultaneously. If you don’t feel like you have enough to say to dedicate a Twitter account to that effort, than share your knowledge by commenting on other industry blogs and trade publications articles.

Other simple social networking efforts includes creating Google Alerts on job titles and companies of interest so you can be the most knowledgeable candidate to respond to job queries and be up-to-speed on the company when it comes time to interview.

At any job seeker level, take the time to make the job search process efficient, and more competitive. These tools become a two way street. You are looking for the right opportunity, and by creating a larger online presence you are making it easier for employers to find you.

Q: I am currently employed at a nonprofit as a grant writer. However, I am going to start, in the next year or so, a search for jobs in a different state.

What are some best practices for conducting a job search remotely? I will be able to travel there when/if needed, but I feel I may be at a serious disadvantage when it comes to networking in the region or making strong connections to the places I'd like to be. How can I minimize this disadvantage?

A: Conducting a remote job search is a challenge but not insurmountable, especially if you are comfortable using technology.

First, begin using online tools likes Linked In. You can begin to network online with contacts in the state or region of interest.

If you have family or friends in that area, reach out to these individuals. Developing relationships with contacts in the target area is critical.

Contact employment agencies in the area. Ask friend and family members for referrals.

If you have attended college, or lived in this area before, make sure that you mention this fact to prospective employers and contacts. Prospective employers will be less skeptical if they sense that you have roots in the area.

There are online job boards that allow you to target specific areas geographically. It would be smart to begin spending some time on these job boards now.

Develop contacts with professional and alumni associations in this new area. Spend some time online researching these organization online, and then, if possible, join.

Think about leaving your current address off your resume. Or include two addresses -- one that is current and one that is your future address. Often times, hiring professionals see a resume with an out of state address and immediately dismiss the candidate. They may think it would take too long for the candidate to relocate. Or they may fear they will have to pay your relocation expenses.

Also think about obtaining a new cell phone number with a local number that corresponds to your new town or city. This will indicate to employers that you have "made the leap" and are serious about relocating.

Explain in your cover letter that you anticipate moving (or even better, that you are in the process of moving) to your new state by a certain date. Think about adding "at my expense" if that is a financial reality.

Try to schedule some informational interviews via telephone. You will likely have to plan a job hunting visit to this new location. Try to be efficient as possible with this job hunting visit and fill that time with as many in person meetings as possible. Make sure that you have your 1-2 minute job pitch speech ready to go and perfect. This should include a quick summary of your background, skill set and what your next role might look like.

Like all job seekers, research the employment market before you make a final decision. Ensure that you are not moving to an area with limited opportunities for your profession. You also should ensure that your resume is crisp, concise and free of errors.

Q. I interviewed with 5 people from the same company. I met with them one at a time, and at the end, I met with the whole group. In my one-on-one meetings they were pretty direct about who they liked and who they didn’t. They told me who worked hard and who I wouldn’t need to pay attention to if I got the offer and took the job. It was really strange, and I wasn’t sure who to believe. When it came time to answer questions in front of the group, I felt like I was knee deep in internal politics and gossip and I didn’t even work there yet! Please don’t tell me not to take the job. I need a job, but I need a job that will last.

A. I am sure the company leadership including human resources would be horrified to hear of your experience. Part of the preparation in an effective recruitment, is for human resources and the hiring manager to coordinate areas to be discussed and questions to be asked by the company representatives. Most employees know they are acting as ambassadors for the company and are eager to represent the firm well. The employees you met with showed their dysfunction readily so before you accept an offer to join this group, you need to find out more about whom and what to believe.

Evaluating work environments, potentials colleagues, and a manager are an critical elements of the interview process. Yet, many job seekers forget that part or ignore it in their efforts to secure a job offer. In the assessment of an offer, I encourage people to think about whether they will be happy in the position , whether they will be successful, and how long they anticipate staying. Conducting a job search is hard work – conducting two searches in a very short period of time are even more difficult.

If you have the opportunity in this process, I would try and schedule a follow up meeting with the manager you would report to, and a human resources person. Without disclosing what happened, probe the relationships within the “team”, assess the managers understanding of the challenges, as well as their plans for the future. Perhaps plans include re-staffing this team and you are the first hire. Try and get the same kind of information from human resources. Without addressing these concerns you may be walking into a job where you (or anyone else) can’t win.

Q: What can I do to improve my interview skills? After months of networking I am finally getting interviews and I can’t afford to mess up these chances to get a job. I’ve been told that though I am likable, I ramble and give too much detail without getting to the point. What tips do you have to straighten out my presentation?

A: Interviewing is a skill that can be improved with practice. To really develop your skills, you will need to practice in writing, with friends, and in front of a video camera if possible.

Imagine the interview is thirty minutes long. Within those thirty minutes you will have specific time frames, each with a purpose. The first few moments are considered an icebreaker. These minutes may happen as you walk to or sit in someone’s office. Perhaps they ask about traffic or weather. Now is not the time to be negative, respond in short positive statements.

At this point, a transition to the more formal interview will take place. A question often used to start is something such as “Tell me about yourself.” This is not the time to start with a life history, so prepare a written answer which shows a professional progression, the strength of your work experience, and highlights aspects of your personality like dedication, commitment to learning, leadership, and willingness to work hard. You might also prepare a brief personal statement describing your education and places you have lived (particularly if you are willing to relocate). If you go over ninety seconds with this answer, you’ve moved into rambling territory. If interviewers want additional information, they will ask follow-up questions. Try to remember that interviews are conversations with give and take on both sides.

The next part of the interview is where you can showcase how well suited you are for this position. In preparation, study the job description to prepare statements which speak directly to the responsibilities and the challenges of the role. Your research should extend into the culture and environment of the company. Examples that you give should align with what you know about the work-style of the organizations. For instance, if their culture is all about teamwork, your examples will not focus on all the independent work you have done. Most of the errors made in interviews occur in this section, which can easily be prevented by research, preparation, and practice. Prepare at least ten examples highlighting aspects of your experience that will help the recruiter make a positive decision about your employment.

The next section of the interview is focused on questions you may have. You must have at least ten questions ready to ask. These questions demonstrate your sincere interest in the opportunity and that you have prepared for the interview. You will not use all ten questions and you don’t need to save them for this section. If a topic relating to your question comes up during the interview, ask it, don’t wait until the end of the interview. The questions you prepare cannot be questions you would have easily discovered the answers to in your preparation for the interview or questions related to compensation, vacation, or benefits.

As the interviewer begins to bring the meeting to a close, you may be asked if you have any other questions or if there is anything else you would like to say. Take this opportunity to quickly review the match between your skills and what the job needs. Next, express your interest in the position and ask if the interviewer has any concerns about your ability to do this job. If they do, try to resolve the issue at that moment. Ask if the clarification helped, which it hopefully did.

Your last question follows a “Thank you. I really appreciated the opportunity to meet with you. Can you tell me what the next step in the process will be?” This gives you information about the appropriate time to follow up, and the person you need to contact. This general guide to interviewing will only work if you invest the time and energy into the preparation. If you do find yourself slipping back into old habits of rambling, practice wrapping up what you are saying in 5-10 seconds, even if you are in the middle of a thought.

Call a friend, get out the video camera and improve your chances of getting the offer.

Q. I worked in a dentist's office as a hygienist for over 20 years until he retired. I am now in the process of looking for another job. I send out resumes but get no response. I think that when they look back at 20 years, they know that I was compensated well. I'm willing to take a big cut in salary just to get a job, but how do I put that in a resume? "Willing to negotiate salary" doesn't seem to be working. Thank you for any advice you can give me.

A. Many job seekers know from experience that sending out resumes is one of the least successful ways to get a job, yet it continues to be a significant part of the job search process. Getting you into conversations with people who can hire you or people who can get you to hiring managers is your new goal, and there are a few ways to get you started. Before you decide you need to give up compensation, let’s make sure your job search plan gives you the best chance to get a good response to your efforts.

It sounds like you may have chosen to wait to start the process until your former boss retired. Many job seekers wait until their current role is over before they start the search, and that can really hamper your chances of moving the search forward in a better time frame. In your case, can you ask the dentist to make calls to his professional colleagues to see if they have a need in their offices? Is there a web site or professional association where dentists connect to look for the staff they need? Where have your colleagues gone? You need to find the current and future openings, and then we can deal with your compensation.

For anyone currently employed, your job search should begin once you know you need or want to leave. You may have a 6 week notice, or you may be planning on making a change in 12 months. In both cases, you can put together a plan which involves targeting appropriate organizations or companies, people you know and you’d like to meet, the development of a compelling resume, posting that resume on job boards, a LinkedIn profile with recommendations, and a full list of the web sites that may have jobs in your area of expertise. Some of these recommendations may be new to you but consider learning these new tools your next step in professional development. Use a OneStop Career Center, or a library if you need support to learn to use these tools. It will be worth your time to take the initiative.

When you need to send a resume, you’ll want to include a great cover letter. The focus of the letter is a brief highlight of your skills, what you can offer the new organization, and here is where you let them know that “compensation is flexible, and I look forward to meeting with you to discuss the position in greater detail.”

Following the plan involves meeting with lots of people – developing a full network. In these meetings, after you are able to discuss the extent of your experience, you should identify the kinds of people you are trying to meet. These can be dentists in an office, or perhaps a specialty clinic, or introductions to dentists and other hygienists. In these conversations, your goal is to get an understanding of current compensation, and to let your network know that you are flexible in terms of your financial expectations. If your network is sending your resume, with your message about flexibility, you should be able to generate more meetings, and that’s where offers happen.

Q. It’s spring break time, and my son wants to go to Florida with all his friends. He’s been there, done that, and as he and his friends say, “bought the T-shirt”. He is a senior in college and I think it is time to start looking for his first professional job. He has friends who graduated last year who are still looking for work. Tell him it is time to get serious and get employed, and out of my wallet.

A. Last semester of senior year in college means many things to different people, and yours is a perfect example of how parents and seniors might not share the same vision of how to spend the time. This may be a great opportunity for you and your son to practice the fine art of negotiation – a great skill needed for a successful job search.

College seniors should start their job searches now, if they haven’t already. And college students hoping to find summer work should also begin an active search now.

‘Now’ is a relative term in college time, so if you want your students to begin the a successful job search consider bartering with them. The is not a lot of time between spring break and summer to look for work, and a summer with no job is a very long time, especially with limited cash. In partnership, students and parents might begin the process of documenting the job search steps that need to be completed with a commitment of how much time will be dedicated to the activity. Some of the steps can be completed before a great college style spring break – which shows good faith effort.

Let me give you and your college student a head start on some of the steps.

Step1. Clean up your web presence. No spring break photos on Facebook, or any other incriminating pictures, or posts of you or any of your friends. You might even have to add your parents as friends. No tweets that a hiring manager wouldn’t be thrilled to see.

Step 2. Create a LinkedIn account. These will be professional contacts who can help in your search. Build your network, and do not say “I want to do this on my own”. It takes a network. Learn this lesson now, and you’ll be ahead of job seekers for your whole career.

Step 3. Develop a compelling resume. This sales and marketing tool needs to tell the story of you as a committed worker. Learn how to write a very effective resume. Edit it, have professionals review and edit it. What does each line say to the reader? Give each item the “so what” test. Do they learn about your skills, or do they say so what?

Step 4. Identify and prepare your references. Select at least 5 people who can talk about the work you have done and can do. They need to be totally committed to saying great things about you to anyone who will listen. Make sure your references have your resume, and are familiar with your experiences. Stay connected with them so they know anytime they might be called.

Step 5. Use your resources. Meet your college career services staff. Learn what they teach. Utilize the range of their services. Ask them questions; ask them to edit your resume; ask them who they know; and ask them about successful students who came before you and how they made it happen.

Step 6. Network. Learn to network effectively. Read everything you can about networking, and practice. Practice with your friends, your references, and your career services professionals. Develop this skill to expert level.

Step 7. Success.

Step 1 can be completed before spring break; Step 2 can be started as you pack. All the other steps will lead to success. You get to decide when you start the next steps, and the timeframe that will get you to the last step in the process – for this time.

Q: As an existing employee, how do you answer the question "what do you want to get from your company over the next 5 years?" Or do you even answer this question?

A: This is a great question either from an internal applicant (a current employee looking to move into another role within the same company) or an external applicant (a candidate hoping to land a position with a new employer). Your question sounds like a variation of the question "where do you want to be in 5 years?"

First, you want to make sure that your response doesn't limit you in any way. If you respond with "My one and only goal is to land a role in auditing. I know I could do an amazing job and I think I have the attention to detail often required in that type of role."  However, what if your company is looking to outsource auditing? Or if you reply, "I need to be making $75,000 in five years." This makes it sounds like money is the most important criteria and you don't really care about the role or how you will add value to the company.

Second, this is an opportunity to show your passion, enthusiasm and value to the company. Think about: "I really have enjoyed my two years working directly with our customers on the retail side of the company. I think I have done a very good job of describing the features and benefits of our products as well as handling difficult customer complaints in an effective manner. I think this knowledge and experience could also be add value to a number of other areas. I think I could be successful in training, auditing, quality or finance. I am passionate about our products and I think my passion shows in the quality of my work and my level of commitment to this company."

Third, you may be able to gain some information on what functions are expected to grow (or shrink) in both the long-term and the short-term. This knowledge can help you target areas in which there is planned growth that may translate into opportunities.

Lastly, make yourself memorable when asked this question (in a good way). Leave an image that can be visualized. I once had a candidate say to me "I like to leave a footprint where ever I have worked... in a good way. I left it better, improved, ahead of where we were when I first joined the team. I improved our service levels in the two years that I worked in that group." I still remember that candidate.

Q. My job search is now coming on 5 months, and I don’t understand where the offers are. I am doing what everyone says, I network, I use the job boards, I have as good resume, I am told I interview well. The big bases are covered. Everyone can improve something (I do know that) but am I doing anything wrong or is this just how it is?

A. The job search in this market can be a frustrating, challenging process. Everything you do in this public forum does matter. Each interaction counts, and how you present to every person becomes part of your story. People do talk about candidates within companies and between companies, and you want to make sure what your story is represents you as positive, professional, and an asset to any organization.

We know of situations where people have lost offers for being rude to receptionists, condescending to wait staff at lunch interviews, or because their etiquette was lacking. We know people who ask for a networking meeting and then don’t offer to pay for coffee or lunch. We can start a collection of worst behaviors exhibited by job seekers – feel free to send me your examples and experiences. There are many stories about people who hurt their candidacy by ignoring what they think are the little things, and when it is an employers market, the little things add up.

I’m not saying this is the case for you. The job search does take months and you need to use all methods, and probably with a lot more diligence than most people expect. The challenge is each of these many activities needs to be completed effectively, leaving a positive impression with each person you reach.

You have the big bases covered, so let’s review the “little things”.

Q. I can't tell you how long it has taken for me to start getting interviews, but I have been doing the exhausting work of getting a great resume, networking, researching, making calls, using job boards, everything you are supposed to do to get a job. I finally got an interview, and I thought I was ready to answer anything. I wasn't surprised by any questions, but it didn't go well. It just seemed flat. I could tell I wasn't having an impact. I have worked too hard and too long to have it all fall apart here. Help me interview, please.

 A. Stay positive! You have made great strides to get this far in the process, and you can improve your interview skills. Interviewing doesn't start when you walk into the meeting room to shake hands with that hiring manager, but long before with the preparation involved as you work on developing the messages you want to convey.

Start by reviewing what you got you in the door. Was it a connection? Be able to address how you have that connection, and what your relationship is, and know how your contact is connected to the interviewer. A connection can get you in, but there has to be more to talk about. What was in your resume that interested the organization enough to invite you in? Make sure you know the details of that specific area of your work, and that it is current knowledge and not a vague memory.

Many people do only half the preparation needed for successful interviews. They prepare for the interview by being ready to answer questions. That is certainly part of the preparation you need to do, and many interview preparation books exist which will cover the most often asked interview questions. Most people are familiar with "Tell me about yourself", or "What are your strengths and weaknesses?". "Winning Job Interviews", by Dr. Paul Powers offers a great guide.

This is vital preparation, but it can become much more effective after completing research which will lead to the development of the messages and stories you want to tell. Your corporate research will give you details on the financial situation of the company, the outlook, organizational strategy, culture, and their biggest challenges. The research your network can provide most often brings you greater insight to the area your work will be part of, and the people with whom you would work most closely, what they need most from a person in this position, and what is most likely "to sell".

Rather than start by preparing for questions, begin with the messages you most want your audience to hear, and believe. I consulted with John Monahan, president of Monahan Communications, a public speaking and consulting firm, and a long time Boston TV reporter. John says "Your message has to be to the point. Your message or story must be well thought out to have impact. So, have a plan and keep it simple. The bottom line is understand the company and your relation to it."

Take the themes and messages you have identified, and work these into the answers you are preparing. What is it you can do to help the company succeed? Tell a story from your experience that highlights how you have done that in the past. This story needs to point to your skills, show how you fit into the culture of the company, and address how effectively you would work within this new organization.

These same ideas should be used to develop the questions you want to ask. Prepare questions that will show your sincere interest in learning more about the challenges this position will address. The answers you receive can help lead to a conversation drawing you deeper into how your skill set can make a positive impact on the organization. Practice interviewing is a very valuable tool. Work with a friend, a family member, or a tape recorder. We are all eloquent in our own minds, but hearing what we say out loud can improve interview skills and get you that offer!

Q. As part of the search for a new position, I’ve had to travel to prospective employers for interviews. In the last two months I had one interview that was 208 miles from home — which cost me a total of $117.10, including tolls. I asked for reimbursement from the Human Resources person the day after the interview. The other interview was 244 miles, totaling $135.20. On this occasion I asked my potential manager who to contact for reimbursement. After numerous attempts, I finally gave up on trying to be reimbursed per customary business travel expense practices. Was I correct in asking for travel expenses? Was my timing correct? I am currently out of work so the reimbursement would be helpful.
A. G., Methuen, MA

Q. What about those interview marathons in which, in a single day, you meet with a series of up to 7 managers? I have one coming up and I am worried about being redundant. Do I keep repeating the same "stories," or do I look to find a new and fresh way to answer the same question seven different times? Thanks so much.

Q. I would like your perspective on what I perceive to be a frustrating trend: job applicants showing up too early for interviews. When I have interviewed for positions, I’ve made it a point to arrive about 5-10 minutes before the scheduled time. If I arrive earlier to ensure I’m not late, I make it a point not to enter the facility until the 5-10 minute window.

In my current position, I’m often required to interview candidates and have noticed they’re showing up earlier and earlier. Often I get a call from the reception desk that my candidate has arrived as much as 30 minutes ahead of the appointment. I often have a full calendar and cannot take time out to go and greet them, even though it makes me feel uncomfortable keeping somebody waiting idly in reception.

H.S., Mansfield, MA

A: My number one piece of advice for job seekers, and perhaps the most important, is to be on time: not too early and not too late. Being late, even just a couple of minutes late, is a sure fire way not to get the job. You’re starting off on the wrong foot, and you’re making the interviewer wonder if that’s the way you’ll treat clients, prospects, and fellow employees.

Being on time also means not arriving too early. Not only does it create an awkward situation for the interviewer, who feels responsible for your comfort during the wait time, it also can create difficulty for other interviewees, who may not want to be seen interviewing. Often, interviews are staggered so that candidates don’t meet in the waiting area.

Q. Could you give me some advice regarding a past (and last) employer of
eight months, (six of which she was on maternity leave) who will not give
references to any of my potential employers (hence, preventing any sort of
employment possibilities)?

A. Lacking a reference from a supervisor for a job of less than a year, even if it is your last job, will not prevent you from finding successful re-employment. Let me offer some strategies for doing an “end run” around the missing reference and then discuss general reference etiquette.

I can understand why an employer who has supervised you for only two months would be unwilling to provide a reference for you. It is unfortunate, but not fatal, that this is your most recent employer. Here are some possible ways to help solve your immediate problem:

1. Check with human resources in the company. Many companies now have a policy of only verifying dates of employment and prohibit supervisors from providing references. If that’s company policy, you’re off the hook. When asked for a reference, simply state company policy and provide the interviewer with a name and telephone number in human resources.

Q: I held a state position as a Court Administrator for ten years. I have been looking for work since August 2008. I have completed every training course provided by the state and hold many certificates. I have so much experience in what I do and applied to so many positions within the state and all I receive are thank you but no thank you letters. Why? I have gone on one interview where I made it to the second interview, had my references checked, and no call back yet. They seemed like they were really interested so I called human resources and she tells me by next week I should know something. The position has not been filled. It’s almost 2-1/2 weeks since the interview. I'm confused as to what they are looking for and why work experience and certificates don't even land you an interview...

A: Searching for a job, at any time, is an incredibly frustrating experience. You do all the right things, you have all the right credentials, you interview well, and still there is no job offer. Add in this horrible economic environment and you have an incredibly challenging time to find work.

I can only suggest three things:

Q: I just finished an interview and I feel like I missed out. I want to reinforce to the interviewer that I am the right person for the job. I don't live far from the place, and I wanted to see about taking the person to lunch. Is this considered bribing?

A: Ah, the universal longing for an interview do-over! Even the Chief Justice needed a do-over to swear in President Obama properly. You usually don’t get a second chance to make a good first impression, but perhaps there are a few actions you can try that might help. Inviting the interviewer to lunch is not one of those. No interviewer will want to risk the hint of impropriety, the suggestion that he or she can be “bought” for the price of a good meal. If anything, interviewers take applicants out to lunch to impress their future hires or to assess them in a social setting.

Q. Wondering what you think a proper answer is for: "Where do you plan to be in 5 years?"

A. Before I give you a suggested response, let me offer why I think the interviewer may be asking this question.

First, they may be looking for a candidate that is committed to joining a company for the long-term, not just the short-term. The interviewer may want to ensure that a candidate is not using this position or this employer as a short-term “stepping stone” to another role or until a better offer comes along.

I still find it surprising how many people will respond to this question (or a similar one) with an answer like, “I just want to get my foot in the door because I need the benefits but I am hoping to move into another role soon because this isn’t really what I want to do. But I need an income and the benefits.” The interviewer may then be thinking, “Do we really want to spend time and money on orienting and training this candidate when they plan to move onto another role?”

Q. I have been out of work now for nearly four months. I have had many interviews and great leads through networking. Still nothing has panned out.

Do I long for the days of the rejection letters in the US mail? At least it was closure.

A. The job search is not tennis. In a really nice (maybe not so competitive) well-played match, everyone knows their turn, they know the boundaries, they understand you are not supposed to ignore a ball hit your way, and you are supposed to try and get it back to the person who sent it to you - or at least to the other side! Sounds good, but as I said, the job search is not tennis.