Q: Could you tell me how to go about finding employment in the Boston area when you live in the Midwest? I live in Chicago. I do not want to come to Boston without a job.

A: Finding a new job from afar is a challenge. However, you can be successful with a plan. Some recommendations:

1. Connect with any area Boston contacts that you may have including friends, family or other professionals. LinkedIn is a great way to jumpstart these connections. Ensure that your LinkedIn profile is complete and includes a photo and recommendations. Add new contacts daily. On LinkedIn, you can join Boston-area groups that are related to your profession.
2. Most of the job boards allow you to fine-tune your search by geographic area. This will be especially helpful to you since you are focused on a Boston-area search.
3. Find out if your college or university has networking events in the Boston area.
4. Research professional associations in the Boston area.
5. Make sure that you clearly communicate that you expect to relocate at your own expense. Sometimes hiring professionals see an out-of-state address and assume that a costly relocation might be required.
6. Consider securing a phone number with a local area code.
7. If possible, consider planning a trip to the Boston area and plan several face-to-face meetings during these visits.
8. Don’t rule out temporary or contract roles. Often these roles lead to full-time employment opportunities.
9. Be responsive to emails and phone calls placed to you. You should try to respond to all of these inquiries within 24 hours.
10. Use Twitter to follow job hunting experts and companies. There are quite a few related to job hunting (and even specialized industries) which are Boston-centric.
11. Never say no to an introduction. When you are introduced to a new contact, you are also introduced to that individual’s entire network of contacts.
Finally, write a quick thank-you note (by email or mail) to anyone who has been helpful to you during your search.

Q: Are there community career services where people can go to talk to someone about their career options? This is for someone who has been working for over a decade, does not have a college education (so no alumni career services), is employed (so I don't think he can go through unemployment services), but is extremely unhappy in his career. He needs to talk to someone about how his skills can transfer to another field, but he doesn't have money to throw at a fancy boutique service. Any suggestions?

A: Great question. One major point to clarify: the Massachusetts One-Stop Career Centers are an option. These centers primarily assist job seekers who are unemployed but their services are also available to those looking to change jobs. They have offices throughout the state and run a variety of workshops on resume writing, interviewing skills and even using LinkedIn during a job search. Attending some of their workshops and events may be a challenge for a working person because many are scheduled during the day. However, there are services available through their website. Check out www.mass.gov/lwd/employment-services/.

Additionally, many public libraries, including Newton Free Library, offer free workshops which may be more convenient for a job seeker currently employed. Tammy Gooler Loeb, career and executive coach and contributor to the library’s career development series, explains, “The Newton Free Library offers a monthly Job Seekers and Career Development Series, free to the public. Upcoming programs include Interview with Confidence in April and Social Media and Your Job Search in May. The library offers many resources for job seekers, including a reference librarian who specializes in career services. For more information on this series and additional events at the library, visit www.newtonfreelibrary.net/events/talks.asp. Reading Public Library has a similar program. On Wednesday evening, May 8th, I will be speaking as part of the Job Search Skills series at the Reading Public Library. For more info, visit www.readingpl.org.

Lastly, explore www.boston.com/jobs. There is a wealth of relevant and contemporary information for job seekers. Under “advice,” there is even more information on job-related topics, including common resume blunders to a discussion of what occupations are expected to grow. Thankfully there are quite a few resources available at low or no cost.

Q: I love my married name. It's a rhyme-y, memorable name, which is a vast improvement over my maiden name, and I feel it's a nice fit for my line of work. Unfortunately, someone in the entertainment industry also feels the same way. If you do a quick internet search of my name, the majority of the hits on the first page refer to an elegant and demure entertainer. I have recently started looking for a new job and I'd hate to miss out on an employment opportunity just because the hiring manager thinks I'm someone else.

What's should be my plan of action here? I've thought about including some sort of disclaimer on my resume, maybe a light-hearted joke about not googling my name from a work computer, making sure the safe search is on, and rest assured, I am not THAT (insert name here). I'm a designer, and we designers get a bit more, uh, creative freedom with our resumes. Or is it best to just ignore the issue and count on the intelligence of my future employer to know the difference?

A: Your problem is more common than you would think. Several years ago, I answered a similar question in this column. As I recall the details of that question from a few years back, the job seeker was concerned about being mistaken for a famous convicted felon with the exact same name from the exact same town!

First, think about how you can alter your name so it is bit different than the exact name of the well-known entertainer. If the famous person’s name is John Robinson, consider using John R. Robinson, III or Jack Robinson. Or you could also consider attaching an acronym like BFA after your name to clearly designate that you hold a Bachelor of Fine Arts degree. Some may still ask you about your name, but it sounds like you are ready to respond with a little dose of humor. Also, consider developing a Linkedin profile and adding the URL to your resume. The reader can then look at your profile, including your photo, and be assured that you are not the famous individual.

Those who share names with the famous carry a bit of a burden. However, usually after the initial comment or joke, the focus is on the candidate’s ability to do the job.

On a related note, I had a client several years back that had a small department of four employees. Three of the four employees had the first name of Sara or Sarah. When hiring additional staff for this team, they hoped they could find talent with a different first name.

Good luck with your search!

There’s one job-seeking skill that is often overlooked, and yet it sets the stage for whether you even have the chance to demonstrate all your other skills.

The first personal contact in your job search may come through a phone call on your part to schedule an interview with someone in HR or to line up an informational meeting. How you handle yourself on the phone can make or break your chances to get to the next step.

Here are five tips to get you started on the right foot:

1. When to call. Just what is the best time of day to call? Certainly you don’t want to interrupt someone when they are in the middle of their workday. Likewise hitting them up first thing in the morning may catch them before they are ready to consider your request. No, the best time to call is between 11:30 and noon. Meetings have drawn to a close, and lunch hasn’t yet started, but your contact is starting to get mentally prepared for a break. An alternative time to call is after 4:00 PM as the day winds down.
2. Have the right attitude. People notice your tone and they will form a mental picture of you from the quality of your voice. To project a good attitude, employ this trick: Smile before you start talking and then keep a friendly upbeat tone while you are speaking. Even if the person you wish to speak to has been difficult to reach and scarcely acknowledged you when you got through, make sure you stay positive and engaged. Remember to be cognizant of the person’s time, so be direct, brief, and courteous.
3. Think of voice mail as your friend. Getting by a gatekeeper can be difficult. If that seems to be the case, consider calling your contact early in the morning, before work hours, so you can go directly to voice mail and leave a message.
4. The call-screener. If you do encounter the gatekeeper, be careful about being overly friendly in an attempt to sweet-talk your way past him or her. Likewise, being too aggressive can boomerang on your attempts to get through. Let them know you are aware the person you want to talk to is busy and then ask when would be a convenient time for you to call back.
5. The person in charge of hiring. Now that you’ve gotten through to your contact, be efficient: introduce yourself, say who suggested you call, offer a brief description of your relevant experience and your current job (if applicable) and explain you are interested in learning about openings. Offer to send a resume and cover letter. And finally be sure to say “Thank you”.

Q: It's been more than 2 years since I was last employed. Should I change the chronological format of my resume to one that highlights my work experience (35+ years) rather than show the gap in employment? I have already deleted the second page of my resume because it was no longer pertinent to a background in mechanical drafting.

A: Great question. Let me share the advantages and disadvantages of both the chronological resume and the functional resume.

The chronological resume typically has an objective or summary at the top. Then, the candidate’s work history is detailed starting with the present role and working backwards. The education section is at the bottom sometimes along with special skills, certifications or relevant training.

Advantages:
Most employers and hiring professionals are familiar reviewing this type of format.
It is easy to follow for the reader, perhaps because the chronological resume is more commonly used.

This type of format highlights the candidates’ most recent experience, which is often the most relevant. It is also easy to follow a career progression with this type of resume.

Disadvantages:
This format can accentuate gaps in a candidate’s work history.
It may not be the best format for career changers or those re-entering the workforce.

The functional resume groups together common skills. As an example, there may be skills headings like management/supervisory skills, technical skills, sales skills or scientific skills. A candidate’s work history is provided toward the bottom of the resume. Education, certifications, and special skills are often detailed at the very end of this type of resume.

Advantages:The format can help a candidate highlight capabilities and skills which are transferrable, which is good for candidates changing careers.
A functional resume can de-emphasize short stints within a career. This format can also minimize the focus on periods of unemployment.

Disadvantages:
This type of resume is a bit more difficult to review, from the reader’s perspective. Many hiring professionals are taught to look for gaps in a candidate’s work history. This format tends to make this process more challenging.
The focus is more on transferrable skills but sometimes the employer’s names are hard to find if this format is used.

Finally, you may want to using a functional resume and comparing it to the chronological version you have been using. One final tip for your resume: if you have 35 plus years of experience, consider dropping the months off of your chronological format. Instead of May, 1991 – November, 2011, consider 1991 – 2011. This tip may also help take the focus off of your recent period of unemployment.

Q: I am a recent college graduate from Arizona State University who is looking to relocate to the Boston area. I graduated with an art history degree and a minor in anthropology and I have a vast background of customer service experience. I have been applying for jobs in the non-profit, marketing and arts sectors in the Boston area but I am still confused as to how I find a job in a place where I have never lived before. I have a ton of skills and am willing to learn but how do get my foot in the door and find an employer that can trust somebody with entry level experience?

A: Your job search in the Boston area will be a greater challenge but one that can be successful. A few tips that will increase your success:
1. Use social media to your advantage. Create an account on LinkedIn. Learn how it works. Join groups on LinkedIn that further your connections in Boston. Create a Twitter account. Begin following job sites and Boston-centric sites. If you are targeting specific employers, follow them on LinkedIn and Twitter.
2. Research alumni connections and associations in the Boston area. Talk to your professors about contacts that they may have in the Boston area.
3. There are several job posting sites that have a focus on non profits jobs. Idealist.org is one to think about visiting frequently. Check other sites as well.
4. Think about buying a cell phone with a Boston-base phone number for job hunting.
5. Be clear that you don’t expect a prospective employer to pay for your relocation. The thought of a relocation expense may scare them off. Let them know you could relocate quickly.
6. Make sure that you have video chatting capability in case they invite you to interview using this type of technology.
7. Like other job seekers, you should ensure that your resume is crisp, error-free and well designed. Your resume should not exceed one page.
8. Also make sure that your resume includes key words which are desirable for your target industry and/or target employers.
9. If possible, travel to Boston and try to fill that time period with a jam-packed schedule of interviews and/or networking meetings.
10. If you know where you plan to live and can use that address, begin using that address on your resume. A local address conveys that you are serious about relocating.

Job hunting from a distant location can be daunting but not impossible.

Q: I am looking for a job in just about any field. I have a degree in English and have worked in many fields including brewing and cell phone repair, as well as customer service. I can learn exceptionally quickly. How can I convey to potential employers that I can learn anything and put forward 100% effort without sounding self important?

A: Great question. Former co-workers, colleagues and managers are an excellent place to start. People that have worked with you in past roles probably know you work hard and produce quality work. Begin connecting and re-connecting with these contacts on LinkedIn and in person. Your contacts can refer you to companies with the following message: “This is a strong candidate. Strong work ethic. Learns quickly. Willing to do what it takes.” It is easier for a professional contact to refer you to another professional in their network especially if that former colleague has observed your work firsthand. It is also less awkward for a professional contact to give you high praise.

If you have a LinkedIn profile, ask some of your former co-workers and managers to write recommendations on LinkedIn. These recommendations can share “real-life” examples of your work ethic and your ability to learn a job quickly. They can also endorse your skills and expertise in specific areas like customer service, graphic design or business development (whichever apply to your career). Employers are often checking a LinkedIn profile before they even invite a candidate in for a live interview.

Make sure that your resume is crisp, error-free and well-designed. I think sometimes English majors are held to a higher standard!

During an interview (either via telephone, video chat or in person), weave some of these attributes in your responses. As an example:

Q: Mary, tell me a little bit about what your manager at ABC Company would say about your performance in your role as a Customer Service Rep?

A: Mike Smith was my manager at ABC. I really enjoyed working for him. I am a high-energy quick learner and he allowed me to learn new skills that were not even part of my formal job description. As an example, I developed a knack of using some of the unused modules available in our software to better troubleshoot customer complaints. I was able to train others on how to use these modules and features. I think it helped us resolve customer complaints more quickly and efficiently.

Lastly, if a cover letter is requested, include some of these attributes in your cover letter.

Q: My career has spanned over 25 years and I have been very successful in the corporate world. I have managed large, successful sales teams as well as large project and development programs. Past employment was secured through relationships. I never finished college, and now I find that I can't even get a call back from an employer, even for jobs I am perfectly suited for. Do I have to go back to school in order to get a job? Or is there something else I can do to get over this hurdle?

A: Congratulations on having a successful career. The most important sentence in your question is "Past employment was secured through relationships." You are proving one of the most important strategies in the art and science of job hunting. Relationships matter. Most job seekers still find out about new opportunities through their personal and professional networks.

Let's start with the positives. You have had a successful 25-year career in corporate roles. You have worked with successful sales teams and large project and development teams.

However, most of the candidates with whom you are competing probably have completed a college degree. An article published by the Boston Globe on December 15, 2010 paints a picture of who we are in Massachusetts. According to the article, written by Globe staffers Peter Schworm and Matt Carroll, “Massachusetts has a greater percentage of college graduates than any state in the country.” This article, entitled “A portrait of the state’s population,” was based on a five-year survey called the American Community Survey (ACS), published by the US Census Bureau.

Let’s return to another positive though: your network. Your network is likely filled with professionals who have worked with you and/or understand that you have worked hard to achieve some success in your career. These contacts are critical! Education is important but relevant experience is more important.

A few pieces of very specific advice:
1. Lead with the positives when you pitch your background and career. Focus on your success, tenures with companies, experience, enthusiasm and energy for past roles.
2. Use your network. Get active on LinkedIn.
3. Don’t ever lie about your lack of a bachelor’s degree. It will come back to haunt you. Instead acknowledge that you never completed your degree, but you believe that your 25-year career with lots of success if far more important.

If you are close to attaining your degree, think about how you could finish your degree. Could you look at online courses if you are two courses short of a degree? Or could you consider a school that would award you credit for some of your work/life experiences. If you choose to return to college, research the college thoroughly in advance. You will want to make sure that the college is accredited.

Q: I run a small business. I was told by my attorney that I should not rely solely on a candidate’s resume. I have read that resumes are full of embellishments. How do I know what a candidate’s work history really is? Should I be using an employment application form? Thanks Job Doc.

A: Resumes are wonderful tools for better understanding a candidate’s background. A resume, though, is like an advertisement for the candidate. It may not be complete and it may include embellishments, errors or omissions. A resume is most often written by the candidate and the candidate can choose what to include or what to exclude. A candidate can omit a job from which they were terminated or state that they earned a bachelor’s degree, when they have not.

A well-designed employment application often forces a candidate to be more complete in the details of their work history. As an example, most employment applications ask why a candidate left a certain position. Most resumes do not include this information. An employment application may also ask about a candidate’s compensation history, which again, is information often not revealed in the candidate’s resume.

Employment applications often have “fine print” at the end or beginning of the form. The language in the “fine print” will state that, upon signing the completed employment application that the candidate agrees that the information provided is true, complete and accurate. In short, it pressures an applicant to be more truthful. There is often language that states that if a candidate is not truthful and complete (regardless of when the misstatement is discovered), that the candidate can be terminated if the candidate becomes employed by the company. For example, in 2013, John Doe claims to have a master’s degree at the time he applies to ABC Corporation, but does not hold such a degree. In 2014, it is discovered he never completed the requirements for his master’s degree, he can be terminated when the misstatement is discovered in 2014.

Candidates be warned. Be truthful about your work history and academic credentials.

Q: Although a potential employer can't overtly use age as the basis for making a decision, we over 55ers will frequently be passed over for younger applicants for a job. How do you sell your age as an asset when you are interviewing without being overly pushy about it?

A: Great question. You raise a reality that many job seekers are facing. A candidate will be told, “You are not a good fit.” Or, “Not sure if you would do well with our team.” Or worse of all, no response at all.
In short, you have to convince the interviewer to focus on your value to the company, not your age. Candidates who can demonstrate value get hired. After all, an employer is buying your services trying to get the best bang for their buck.
Here are some tips:
1. Limit your resume to two pages. Consider eliminating your early career roles which may not be as relevant.
2. Include key words in your resume that showcase your skills as up to date. Make sure that you have stayed current in terms of technology, industry trends and experience.
3. Ask a trusted colleague for advice and feedback on your resume and your job search.
4. Don’t offer hurdles that make it easy for a recruiter to eliminate you. What are hurdles? Comments like: “I won’t go into Boston anymore.” Or “I don’t have the time to learn the newest version of that software. I went to a training class in the 80’s and that was enough for me.” Instead offer what you can do. Speak in flexible terms. Examples include: “I know I could learn the latest version. I enjoy learning new technologies.”
5. Some of my clients perceive some email addresses, such as having an aol.com extension, as that of a candidate who is living in the past.
6. Talk up your current experience. Candidates who reminisce, at length, about companies that have died, are not perceived as vibrant candidates.
7. Check your clothing and appearance. Make sure that you are not wearing a suit that you bought in the 80s.
8. Think about what you are expecting in terms of compensation. If you last made $70K and an employer is posting the role with a $50K price tag, is $70K reasonable? Sometimes I think companies are focused on dollars and cents. If another candidate comes along and will take $55K, then think about your salary requirements. I find sometimes it is not a candidate’s age but their salary requirements which scare off the employer. A $70K salary offer could disrupt their internal equity (what they are paying others in the same or similar roles).
9. Lastly, and perhaps, most importantly, be energetic, willing and enthusiastic. Companies want to hire engaged candidates, of any age.

Congratulations on landing a Skype interview! A Skype interview is an interview conducted using a computer. Your computer would need special software (like Skype) to be able to connect with another party and your image would be projected on their computer screen. Additionally, your voice is also transmitted to the other party. This type of interview is often used to save time and money, especially when there is significant distance between a candidate and the company’s location.

An online video interview is just as important as an in-person interview. You should dress as if you were interviewing at the company’s location. You also should dress professionally from head to toe. Often candidates believe they should only dress professionally from the waist up. This is not the case. You might need to stand up to adjust your webcam. You don’t want to be worrying about your outfit.

A few other tips for online video phone interviews:

1. Do a technology check before the day of the interview. Test your connection with a friend. Sometimes a slow connection causes awkward pauses and lags in the conversation. You don’t want to be concerned about your connectivity during your interview. Exchange phone numbers and contact info before the interview just in case there are any unforeseen glitches. Make sure that you have a phone handy during the planned interview time. Part of your technology check should be testing how an outfit plays on the screen. A loud pattern may be distracting. A bold necklace might cause unnecessary glare.
2. Make sure that your Skype profile is a professional one. Skype requires users to select a user name and a profile photo. Both the user name and the profile photo should be appropriate and professional.
3. Eliminate distractions. Silence your phone. Crate your dog. Make sure that your background is professional and does not include an unmade bed or dirty dishes in your kitchen sink. If you are planning to schedule this interview at work, be careful. A private lockable office would be a good choice for a location.
4. Remember to focus on the camera, not on the image on your computer screen. Practice this before your interview.
5. Prepare! Just like for an in-person interview, prepare! Don’t minimize the importance of this interview.

Q: When fielding a screening phone interview, what one skill would you recommend strengthening before receiving the call? Thanks!

A: A telephone interview is as important as an in-person interview. A few tips before I offer a specific answer to your question.
1. Make sure that you are using a phone that will provide good reception. Using a cell phone can be risky, especially if there are connection concerns.
2. Confirm the call in advance. Email is a good vehicle for confirming the date and time of a scheduled interview.
3. Monitor your voice. Make sure that you are able to sound positive, confident and enthusiastic.
4. Have your resume handy. The individual conducting the call is probably looking at your resume when making the call.
5. Check email before and after the call. The interviewer may need to push the call back a few minutes or reschedule the call. After the call, send a thank-you email as quickly as you can. Make sure that you are checking email frequently.
Now to answer your question! I would recommend strengthening your preparedness. This applies to all candidates, at all levels, across industries. Don’t take a call “on the fly” or receive a call in a loud area. Prepare in advance for a quiet location with no interruptions. Ready yourself with examples of some of your strengths. As an example, instead of saying, “I am good under pressure,” consider “I am good under pressure. For example, last week our copier died when we were printing a complex proposal for a client. The client required several hard copies be delivered by a certain deadline. I found a local copy shop that was able to handle the copying. I picked it up and walked it to our client’s office with minutes to spare.”

Telephone interviews are now a common screening tool. You want to make sure that you advance to the next level.

Q: I am looking to re-enter the job market after being a stay-at-home mom for five years. My problem is that I don't know for what jobs to apply. I worked construction before I left the job market and would like to return working with sustainable living. I am 47 years old and haven't been on an interview for over 15 years. I feel my age and lack of experience interviewing may hold me back from some jobs. I need resources to help me interview, write my resume, and find the right job.

A: Congratulations on your decision to return to the workforce. Let’s first start with addressing your resume challenges. There are many resources available to you. One place that offers helpful information is http://www.boston.com/jobs/advice/. Check out the section called BEGIN YOUR JOB SEARCH. This section has information on how to create and build a resume, what occupations are on the rise and information on salaries for a wide range of occupations. This information is all free and available to you 24 hours a day. You could also consider hiring a job search coach. However, this is usually not free.

The state of Massachusetts also provides residents with career centers located across the state. http://www.mass.gov/lwd/employment-services/career-services/career-center-services/find-a-career-center-near-you-1.html. These offices offer a wide range of services from creating a resume to networking.

Before you jump into the workforce, reflect on your skills. Are you a whiz on the computer? Are you good at planning events? Do you enjoy the details of accounting? Are you an especially good writer?

Start your job search with an open mind. There are probably many positions that you would enjoy and would also capitalize on your skills. Especially since some of your experience is dated and competition for jobs is fierce, you should be flexible with respect to the roles which you might consider.

I would suggest becoming an active networker. Start telling others you are re-entering the workforce. Talk about what you are good at and what might work for you in terms of a job opportunity. Neighbors, friends and former colleagues are all good sources of job leads. You should also consider joining LinkedIn. LinkedIn is an online networking tool. Once you create profile, you can begin to connect with others. You can also join groups on LinkedIn. There are several groups whose focus is on sustainability on LinkedIn.

Resilience is important in a job search in this economy. You will probably encounter more “Sorry, we’re not hiring” than “Can you interview on Monday?” Keep swinging though. There are opportunities for flexible and resilient job hunters.

Q: I have been applying for many jobs in the computer/IT field. I have decent experience and do consider myself a good fit for many of the jobs. I have my associate's degree in IT and am currently enrolled in a bachelor's program. My question is, how do I address the fact that I do not meet the requirement of having my bachelor's but think that I still could do the job?

A: You are smart to ask this question. Enrolling in a bachelor's degree program is also a wise investment in your career.

Many companies will request a bachelor's degree, especially for technical roles. Often times a bachelor's degree may be preferred but technical skills are far more important. Make sure that your resume (especially the top half of your resume) includes all of your technical skills. Many recruiters sort through piles of resumes and you want to make sure that you feature your technical skills prominently. A recruiter should not have to “dig” for these skills.

Additionally, it is important to be candid about your educational achievements. You should certainly include that you have earned an associate's degree. However, it is important to accurately describe that you have not completed a bachelor's degree but you are currently enrolled in a bachelor's degree program.

One option is to consider the following:

Education
Community College - Associate's, Information Technology Boston, MA

University - Bachelor's, Computer Science - expected May, 2013 Boston, MA

The format I have used above informs the reader that you have completed an associate's degree but you are enrolled in a bachelor's degree program. It clearly states that you expect to complete your bachelor’s degree in May of 2013 but you have not completed it as of yet.

A bachelor's degree is important in the field of information technology. For more information about the link between earning and education, read Megan Woolhouse's article from October 11, 2012 - http://www.boston.com/news/nation/2012/10/11/report-links-earning-power-college-degree-engineers-top-list/JY9ft22NbkppcgoFOHhPYK/story.html.

Q: I recently applied for a job and listed my education as having a bachelor’s degree. I completed all the course requirements. I participated in the graduation ceremonies in May, 2012. I received a letter several weeks ago from my college. They are now saying that they will not release my diploma because I have several unpaid parking tickets. I am afraid that this will hurt my chances of landing a job. Have you ever heard of this happening?

A: Colleges and universities may withhold a transcript and/or diploma if there are outstanding debts owed to them by a graduating student. Some examples include unpaid parking tickets, reimbursement for property damage repairs or unreturned items loaned to a student (e.g., library books, CDs, laptops, etc.).

Often colleges and universities will include this information in their student handbook. It is a common practice since it is often the last opportunity that your undergraduate college can collect monies due to them.

If you believe the parking tickets were given to you in error, you probably should have appealed the ticket(s) when you received them. Usually the appeals process and time frame are explained on the ticket.

It sounds like the parking tickets you have received may have been legitimate. If that is the case, it would probably be smart to pay the tickets so you can proceed with your job search. If a prospective employer checked your academic background, your college would likely state that your graduation requirements have not been met and/or are incomplete. This is not the way you want to begin a new position with a new company.

My advice is to contact your college. The Bursar’s Office is probably a good place to start. Explain that you need for your transcript and diploma to be released. They will likely accept a credit card for any outstanding financial obligations.

If you are a finalist for a new job where they are likely to check your educational background, you should move quickly. You may be forced to reveal your situation. If this is the case, you should explain that you are in the process of resolving the matter as quickly as possible.

Q: How do I include relevant coursework in a resume? Which section should it go in and how should it be formatted? Love your column! Thanks.

A: Thanks for the kudos! Let me first discuss the goal of a resume. A resume should be a summary of your professional experience. The goal of a resume is to illustrate how you can bring value to a prospective employer.

Most resumes start with contact information at the top. Your name, home address, email address and a telephone number (cell or home number, whichever is your primary telephone number). More resumes now include a LinkedIn address and even a twitter handle. A twitter handles is almost expected for candidates in marketing and/or social media. Below this contact information there might be a summary or an objective. I prefer a summary and I suggest that a summary include key words that immediately allow the reader to understand, at a high-level, your background and skill set.

In academically-oriented industries, an educational overview might follow the summary or the objective. In technical industries, a list of technical skills might follow. On most resumes though, an overview of the candidate’s employment history would follow.

Under the professional work history section, a candidate's education is often presented. Usually degrees and certifications are listed here, with most the recent degree or certification at the top of the list. This is the best place to list relevant coursework too. I envision this portion of your resume looking like the sample I have drafted below:

Bachelor of Science, Finance, ABC University
Relevant Coursework: Accounting, Quantitative Analysis and Microeconomics

For you to include “Relevant Coursework” on your resume, you want to be certain that you include courses that are required and/or preferred by a prospective employer. Think about what courses would differentiate your background in the most positive way.

I have worked at the same place for 18 years, and it is definitely time for a change. I am now again in the job hunt. However, many things have changed in 18 years, among them being the way the cover letter and résumé are sent to a prospective employer. We used to put them in an envelope and mail them by regular mail. Now it seems most people email them, often sending the résumé as an attachment to the cover letter. My question is: I still prefer to send them the old-fashioned way. Is that still acceptable? Would that lower your chances of getting the job? I am told that HR offices just toss them in the garbage when they come by regular mail. Well, that's rude of them, isn't it?

A.S., Lowell, MA

You are right: The landscape for submitting cover letters and résumés has changed, make that evolved. Most certainly that evolution can be traced to the explosive growth of the Internet and electronic communications in the eighteen years since you last engaged in a job hunt.

Not only have the letter and résumé gone the technological route, the entire process of the job search has as well. Although you still can find job opportunities in newspapers, online job search sites have clearly become the favored locations for job listings as opposed to the want ads, and companies now routinely list job openings on their own websites.

Regardless of where you find the job opportunity you want to apply for, the first rule of responding is to read the directions from the employer carefully, and then follow them. So, to answer your question, you should submit your cover letter and résumé by the method the employer requests, not by the method you prefer to use. If the employer’s instructions ask you to submit these documents in an email, then sending them via snail mail is not a good idea as it shows you are not prone to following instructions.

Be especially careful to note if the employer requests that you embed the résumé in the email rather than submit it as an attachment. Attachments can be laced with viruses so companies may prefer to receive submissions in the text of the email.

Besides following the submission instructions to the letter, the same basic rules of cover letter and résumé submission apply:

• Proofread for spelling and grammatical errors.

• Make sure they are an accurate representation of you and your capabilities.

• Relate specific accomplishments in addition to job positions you have held.

• Use a common, readable typeface and a simple, readable design.

Q: Can you suggest a good career counselor in the Boston area? I need one who charges reasonable fees.
Many thanks!

A: Finding a good career counselor can be a challenge. Here are some tips to help you navigate your search for a reputable career counselor:
- Before searching for a career counselor, think about what you want from that counselor. What are your goals and expectations? What do you hope to achieve after you have worked with a career counselor?
- Think about logistics. How far you are willing to travel? What times and dates are you available to meet with your career counselor? Are you willing to do some of your meetings and communication on-line or virtually?
- What is your budget?
- Word of mouth referrals are often a good place to begin. Ask around.
- Visit the Association of Career Professional International at www.acpinternational.org. There is a search function that might be helpful.
- If you attended college, you also may want to research options that might be available through the career services office.
- Visit the websites or the Linkedin pages of your possible career counselors. Ask for a few minutes on the phone with a few that seem promising. Share your expectations and goals and ask how they would best meet your expectations and goals. Ask about their experience in your industry or industries that most interest you. Ask about fees up front.
- Check references before you make a final decision.
- Ask for a complimentary in-person meeting before you sign any agreement. You want to ensure that a rapport can be built. You should treat this as if you are interviewing them for a job. You are!
- Read the fine print. Make sure you understand what you are buying and receiving.
- Lastly, be ready to invest the time. A career coach will most likely not place you in a job. They will instead make your job search skills more effective.

Q: How do you know if you got the job when you go to an interview? Many times I go to an interview and is well qualified for the job but don’t get it.

A: Great question but unfortunately there are probably many reasons why a candidate does not receive an offer after feeling an interview went well. Some of the possible reasons include:
- Several strong candidates were interviewed. For some reason, another candidate was selected. Especially since 2008, there have been fewer opportunities available. When an opportunity does become available, many candidates apply. Sometimes these candidates are overqualified or beyond what the company even expected from the candidate pool. I have had several clients share with me that they feel like they could have offered the job to any one of the final candidates because all were qualified and capable.
- The opportunity no longer exists. It is uncommon, but sometimes an open position is put on hold and the company is no longer actively recruiting for the role.
- Sometimes an internal employee is moved into the vacant position.
- Often HR or the hiring manager does not want to give candid feedback to candidates who are rejected. A candidate can sometimes become angry, hostile or downright nasty if you give them candid feedback. Or a candidate can be argumentative about the reasons for not selecting.
- Sometimes a candidate’s skills, background, qualifications or compensation expectations are not on target for the role. Interviewers can sometimes learn a lot during the hiring process. A hiring manager might think that 7-10 years of experience is required in the early stages of the recruitment process. Yet when the hiring manager interviews a candidate with 5 years of experience, the hiring manager now thinks that candidates with fewer years of experience should be considered.
- Or you might think that you aced the interview, but the recruiter would not share your assessment.

The good news is that with each interview, your interviewing skills should be improving. You should feel more relaxed and confident when meeting with recruiters, HR or hiring managers.

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!

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. 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 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: 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. I really need advice! I would like some feedback on my resume...does it represent me well?

A. Before you do anything recognize that YOU need to be involved in the writing of your resume. Resume writers and services can help, but you need to own your resume content, be proud of it, and know why each word has been included in a document you hope will represent your career and your potential value to a hiring organization. This material is the baseline for interview conversations so you need to be confident in everything as represented.

Many people will be happy to comment on your resume. Unfortunately most of them have no idea if they are really making it a better document or not. There are many books on resume writing, a number of online resources, and some no or low cost resources available to you who really have expertise to offer.

If you have a college or university career services office available to you, try to make an appointment for a resume review. If you have a choice, ask for a career counselor who specializes in resumes, and has worked with graduates with experience, not just new grads. Resumes for recent grads highlight different areas than those for people with experience. The Division of Employment and Training and the One Stop Career Centers also offer resume writing workshops.

Focus on content first. Content starts with an analysis of demand. Who is buying and what specifically is the buyer looking for? The content you highlight needs to be the most closely aligned with what companies need. To focus on your talent, use PAR or STAR as an effective way to deliver accomplishment statements. P or ST stands for Problem, or Situation/Task; A stands for Action you took to resolve the problem, and R stands for the result or outcome of your actions. Make your best effort to state your results in quantifiable or measurable terms.

You can double check the importance of these individual statements by asking? How did I add value to my group or company? How did I contribute to or participate in change? And what challenges did I face and resolve? Start with your current or more recent job, and dedicate the most resume space to that. Do the same going back to older jobs, with less resume real estate dedicated to those jobs.

After you see this content, you may find it easier to write an effective summary statement which starts your resume. Old school resumes had objectives. Today candidates and employers find a summary more beneficial as it can include a general description of skills and industry experience.  This kind of introduction for your resume sets the tone, and also serves as your "30 second commercial" the quick description off all you have to offer, and what you are looking for in a role. The summary should include your marketable technical and functional skills, coupled with your marketable personal strengths.

Candidates with significant technical experience may list that in the next section of the resume showing the broadest experience, and highlighting levels of expertise in the most in demand areas.

Since your experience is what you are selling, your education follows that, in reverse chronological order. Graduate degrees, and undergraduate degrees. Prestigious private or specialty high schools can be included  - otherwise skip it. High grade point averages and leadership roles can be included on no more than one line.

Review carefully and make sure your two page maximum resume has no typos, includes compelling content, and does not reduce the reader to boredom. Remember the resume is only step one. See how many of your networking contacts can forward it to people they know. That will get you closer to success!

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.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Q: I 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: I have been employed with the same company for 12 years. During a transition within my company, I was a manager in a department for 2 months, due to circumstances outside my control. Is it beneficial to include the short 2-month span on my resume? I went from logistics to manufacturing back to logistics, all management positions.

A: Employee and managers are almost always required to be exceedingly flexible in today’s workforce. The situation you have described is a good real-life example. This example demonstrates that you were adaptable and “chipped in” when needed. This is a valuable attribute to many employers so you will want to mention it in your resume. Additionally, you are broadening your skills and adding manufacturing as an area in which you have expertise. You will want to make sure that you mention this in your resume.

However, I would not add it as a separate and distinct role. If you did include it as an additional role, it may appear that your professional work history is “jumpier” and less stable than it is in reality. I would suggest incorporating it as a bullet point under your current position. Assuming you began in a non-management role, and were promoted into a management role, one format to consider is below:

Logistics Manager 2006 - 2011
- Responsibility/achievement 1
- Responsibility/achievement 2
- Managed 12-person manufacturing team for a two-month period during a company transition. (You can add additional detail here about volume, capacity or other metrics that might be meaningful.)

You do want to demonstrate your adaptability and your willingness to cover another area during a company transition. You also want to highlight that you have expertise in several areas, manufacturing and logistics. Many employers are looking for flexibility in their management ranks. This attribute will serve you well in your career.

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 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 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: 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 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: What are the most common resume problems that you see? I am working with a group of soon-to-be college graduates. We are writing their resumes. We are hoping to pick your brain before we release their resumes to the working world.

A: A resume is a snapshot of a candidate’s work experience. In short, a resume is like an advertisement. Think about a print advertisement that you may have seen in a newspaper, magazine or journal. A print advertisement often capitalizes on a product’s strengths and minimizes any weaknesses. A print ad would never have a typo or misspelling within the ad. A print ad is easy to read.

The most common resume problems that I see include:

- A disorganized or fragmented format. Honestly, there are many sloppy resumes in this job market. Using different formats and fonts can be confusing and look just plain messy. Have a trusted friend or colleague provide feedback on your resume. Thank them for their feedback, even if the feedback encourages some editing.
- Typos, misspellings, etc. This is more common than you would think. I received a resume this morning. The candidate had a typo in the name of their current employer. Yet, the candidate claims that she is “detail-oriented” in her accompanying cover letter. Hmmm… I don’t think so.
- Lack of metrics. Tell me what you contributed – how you helped save money, how much you sold, how you increased client retention. Especially in sales roles… my clients are expecting to see this information on a resume.
- Inaccuracies in how you address me in your email or cover letter. Don’t address me as Mr. Sinacole. That’s my husband. Don’t address me as Ms. Sinacol. That’s not how I spell my name. I am not a sir either. Spell my client’s name correctly too!
- No email address. If you exclude an email address, that makes it difficult for me to reach you. And make sure that email address is appropriate for PG-13 audiences. I won’t contact you if you have an email address like redcheeks@xyz.com or foxyduck@abc.com.
- Several pages. For recent college grads, a one-page resume should suffice. Think back to my analogy about the print advertisement. You should not include every last detail of you (the product) but you should highlight your strengths and achievements.
- No LinkedIn. I am always impressed by recent grads who already are on LinkedIn. Take the time to create a profile and start using this tool. Include your LinkedIn address on your resume.
- No relevant skills. Sometimes including relevant skills are all it takes. If you have Salesforce.com experience, include it! If you have worked with Excel at an advanced level, mention it!

Your resume is often your first impression with a prospective employer. Make it a good one!

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'm looking into making a change after 15+ years in my current company. I now have over 20 years of experience and I'm looking to get into a VP/Director level position in my industry. Any recommendations on where/how to find the executive type positions, any recommendations on recruiter? I don't want to post my resume on a job site.

A: Congratulations on your tenure with your current company. It sounds like you have enjoyed a very stable employment history.

I know very little about you, your professional work history, your industry or educational background. In general though, I can share some broad recommendations for job seekers at your level.

- Network, network and then network even more. Networking still is the most successful job hunting technique. Most job seekers land new roles through a contact. This contact might be a former colleague, a neighbor or someone you met at your church or temple. Establish a networking goal. One contact per day? One contact every other day? Only you know how much time and energy you can invest in your job search.
- Update your resume. Make sure it is crisp, error-free and current (especially since you have worked for 15 plus years at the same company).
- Have professional references typed up and ready to share in a one-page document that looks and feels like your resume (same font, layout, etc.) Include email addresses, their relationship to you (i.e., former manager) and telephone numbers.
- Get active on LinkedIn. Connect with former co-workers, managers, supervisors, etc. LinkedIn doesn’t replace in-person networking but it is a helpful shortcut to connecting and re-connecting with others. Additionally, more and more companies are posting jobs on LinkedIn.
- Recruiters are best found through “word of mouth” referrals. Ask trusted colleagues, former co-workers. Make sure that the recruiter you work with has experience in your industry. This is increasingly important at your level of work experience. You should “kick the tires” before you engage a recruiter. You want to ensure this is a person that can work for your best interests, not just their best interests.
- Job boards are worth visiting but checking job boards should not be your sole job search technique.
- Think about ways to use social media in her job search. Twitter and Facebook are also ways to find out about opportunities.
- Professional associations related to your industry or profession are also worth exploring. Many have job posted on them regularly.

I agree with you that posting your resume on a job site is probably not a wise idea. Especially if you are currently employed, you will need to be professional and discreet in your search.

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. I have heard from others that there is a preferred “way” of sending a resume via email. I am not sure I am sending resumes in the best way. Can you share any advice?

A: Email has certainly changed the way resumes are submitted and received in the job hunting process. I still have job seekers send me hard copies through the mail or by fax. However, email is often preferred since it is far easier to share with a client or another contact. Here is some advice –

1. Make sure that you are sending your resume in a format that is “openable” by the receiver. Most companies use MS Word. This is probably the most commonly acceptable format. Sometimes I receive resumes that can not be opened or read. This is unfortunate. Sometimes I will email the job seeker and request that the resume be re-sent. But sometimes I don’t, especially if I have received many resumes from candidates that are of interest.

2. Send it to the correct email address. Ensure that you are using an accurate email address.

3. Name your resume appropriately. Avoid names like resume2010.doc or resume.doc. Instead consider PatriciaHSinacole.doc or PatriciaHSinacoleresume.doc. Why does it matter? When I am searching for a resume, I usually know the candidate’s name. A title of resume2010 is not helpful for searching purposes. Additionally avoid names like Sinacolesalesresume.doc. It makes it sound like you are not really a sales person but instead you are using just one version of your resume and elaborating on the sales areas within your background.

4. When possible, try to email your resume to a person rather than a generic jobs@xyz.com. The value of networking is important. If you know an employee within the company, that employee will often forward it to the appropriate contact. I always pay more attention to personal referrals rather than just responses to an online advertisement.

5. Consider this option: write your cover letter in the body of the email and attach a copy of your resume. This eliminates the need to click on two attachments (on the receiving end).

6. Make sure that your email and your resume has your correct contact information. It is smart to add an email signature line with your contact information. I have called candidates only to find out that they have provided the wrong phone number on their resume and/or within their email.

7. Spelling and grammar can be a differentiator. Understand that and make sure that your correspondence is crisp, well-written and easy to read.

When you email a resume to another individual, you are often connecting to that person for the first time. First impressions count. It is important to understand that, even via email, you are sending a message about who you are as a candidate.

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. I am a finance professional and my resume has gotten rather lengthy over the past few years. It is now 3 pages, which I understand is too long even with 15-plus years of experience. I would like to make my resume look as professional as possible with the help of a resume writing professional. This is my first time doing this so any recommendations on where to find a quality, reputable person to work with would be appreciated. Also, what I can expect to be charged?

A. Revising resumes can be as challenging as starting from a blank sheet. Deleting descriptions of work you were invested in, accomplishments you toiled over, and success of years ago, can be so difficult that people go to three or more pages, and reduce font size to the microscopic.

For a professional with 15 years of experience in finance, a two- page resume is appropriate. A recent college graduate should plan on one page, and three pages or more can be acceptable for PhD's, academics, and researchers, or those with many publications.

You may decide to use a resume writer, or a career counselor to help you write and format an accomplishment based resume, and you must stay deeply involved in the process to get the best final product. There are many questions to be answered to get a great resume, and you need to provide this information to the writer or counselor.

First identify the target audience, and the target role. What do you need to highlight? What will the hiring manager need to see as far as experience and accomplishments? Your goal is to make areas stand out which compel the hiring manager or recruiter to bring you in and find out more about the skills you bring to the job.

Next begin to edit your older roles. Start at the bottom of the last page of the experience section of your resume and see what the job says about you. Is the company name, your title and dates enough? Is there really that much more that needs to be said about your first professional job? If you have the choice between a line there, and another line describing the most important accomplishments or responsibility of your current role, how would you use your limited real estate?

If you can show promotion, do so. Other than that, move on to the next job. Review each line with a "So what?" Will each line matter to the hiring manager? Does it tell a story of accomplishment, problem solving, quantify success, or show significant increases in responsibility? This material survives the "So what" test.

As you look at each line, focus on the problem, the action, and the result or resolution. These PAR statements are used by most resume writers and career counselors. Make sure you show growth in each job, a diversity of areas of success, and quantify as much as possible.

Follow this process with each of your positions. Your most recent job should have the greatest detail, and typically those positions you held for the longest time will also offer the most information.

Your education and training or professional development, listed in reverse chronological order also need to be edited. Unless you were No. 1 in your class, or won some spectacular academic achievement, no GPA's are needed for professionals other than at entry level.

Civic and volunteer activity need to be edited for what they reveal about you. Proceed with caution with political affiliations or any activity to extremes.

A summary offers more information than an objective. At the screening stage, employers are more interested in how they can use your skills, which is why they want to interview you, than what you are seeking.

After you have gone through your own resume review and edit, you may decide you still want to work with a professional. The Association of Career Professionals lists local professional career counselors who you can work with in person to help you finalize a quality document. Ask for a referral from your college or university. Resume writers are also certified, and services can also be found online, and I encourage you to ask for references. You can expect to pay between $80 and $150 per hour, or $500 to $750 for packages that include resume writing and production.

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 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 have been job hunting for over a year. I put together my original resume using one of the major online resume services. The result was okay, but I have submitted 30 online applications and am getting little to no interest. I'm not confident that my resume is as good as it could be and I need help. I would like to work with someone experienced who can help me fine tune my resume. I am willing to pay a reasonable price for quality. How can I find a reputable, knowledgeable consultant?

A. Resumes are one key part of a job search, and a successful job seeker needs to have an accomplishment driven resume to support his or her candidacy and showcase his/her talents. But, even the best resume can't get you a job - especially if too few people see it.

Your job search has not been effective over the last year, and we need to assess what may be limiting your success. Doing a recap and assessment of progress, successes and challenges, every quarter of a job search, can help you make adjustments which will get you closer to the offer stage.

Anyone who has submitted an online application knows how frustrating, impersonal and inflexible the process can be. You can go through the entire process and get hung up in the internal system, which can shut down and leave you hanging. Companies are trying to develop better systems, but until then remember; an online application is a first step in the job search process, and not a last step. This method of application is the minimum requirement to get into the process, and a minimum investment yields a minimum response.

You completed thirty online applications and that is admirable. Those applications must have been very targeted. You aren't getting any response, and it may be your resume, but more likely, you need to broaden your search. Were these 30 online applications generated from hours of research and networking? Was the application completed at the direction of people who told you that is how you could get involved in the process? Did you start with a broad target and come down to these bulls eye roles? Or did you generate these positions as jobs you would be willing to accept? How many more positions should you be considering, and how many more opportunities can you uncover if you broaden your targets and your job search methodology?
Many!

Applying online is one method, and you can stay online to move into method two - networking - through online tools such as LinkedIn, or Facebook. You can also complete online research of the recruiters who work with people in your area of expertise. Also, you should check all the online job boards including Monster, Career Builder, and MyJSTN.

But, you can't run an entire job search online. We know on average it takes 150 networking meetings, plus the work that surrounds getting those meetings, to successfully land a job. You can choose to hold these meetings over 18 months, 12 months or 6 months. Some of these meetings will be very helpful - others, well, not so much! But, what they will do is help you understand with great clarity what is happening with the kinds of roles you are looking for, and the kinds of companies you are interested in, and who they are hiring.

Job search math says there are typically 200 candidates for every online application. Are you doing everything you can to improve your odds? As you reviewed your tools, you became concerned that your resume could be improved. The New England chapter of the Association of Career Professionals provides a list of members who are qualified to work with you to write your resume: www.acpi-ne.org.

You may find that the benefit of working with a career professional on your resume leads you to look at the many other career coaching services a great career coach can provide. If they can shorten your job search by one month, how much value could that provide?

Whether you decide to use a coach or not, the real hunt begins when you dedicate yourself to the volume of work that needs to be done to be successful, and you do the work you may not want to do, each and every day.

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.

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

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

A: There are typically two basic ways to present an employment history in a resume. The first format is the chronological resume that most employers prefer and are somewhat accustomed to because it is the most common format. The chronological resume provides an overview of a candidate’s work experience beginning with the most recent and working backwards through the different roles and positions that a candidate has held. Dates are usually provided as well as a short summary of what each role entailed.

The second format is the functional resume. This format is less commonly used. A functional resume groups similar job responsibilities together. A functional resume often omits dates (which is sometimes frustrating for the reader). So as an example, one section of a functional resume may be focused on sales experience while the next section might be on management experience.

Most employers are more comfortable with the chronological resume because it is used more frequently and it is an “easier read.” By that I mean, you can determine length of service at each role or company and find gaps in a candidate’s employment history. Functional resumes tend to minimize gaps in a candidate's work history.

With 14 years of experience in one field, you may want to consider a chronological resume. My recommendation assumes that you had a steady employment history with just a few employers.

Some employers will strongly prefer a computer science degree. And there may be no way around that. You can not fabricate a degree. However, you should be certain that your educational achievements are detailed on your resume. Some employers would prefer a Bachelor’s degree or the equivalent. What your challenge will be is how to get a prospective employer to put you in that “or the equivalent” bucket. Detailing your academic credentials and any specialized training will be critical for you.

I must admit that I am strongly in favor of a attaining a college degree in most circumstances. College graduates almost always fare better in the employment market, but especially in the field of engineering. We all hear of the very successful college dropouts like Bill Gates. Bill Gates is not the norm. Most college graduates fare better in both strong and weak employment markets. In September of 2010, the Bureau of Labor Statistics published some very persuasive data. For US workers, 25 years and older, the unemployment rate for high school graduates with no college education was 10.0%. For US workers, 25 years and older, the unemployment rate was 4.5% for those holding a bachelor’s degree or higher. Although the numbers have bumped around slightly for many years, this trend is pretty consistent.

Lastly, if you are Massachusetts resident, you should take advantage of the career services offered by the state. The Massachusetts One-Stop Career Centers have a variety of resources and services available to unemployed Massachusetts residents. You can download a brochure entitled The Resume Guide by visiting http://www.mass.gov/Elwd/docs/dcs/1865_508.pdf.

Q. I am an RN and I left a job I had for 3 years at a health information company to accept an electronic medical record training position with a major healthcare organization, reporting to the SVP. When I arrived to start my new job, the job description and my report to manager had changed. This was all a surprise to me. After five weeks, I was released by my newly assigned middle manager, with no documented reason, other than being told I was still a probationary hire. This is a first for me! How do I handle presenting this to a new employer and what about on my resume?

A.Presenting the job on your resume and developing a public statement on a very short job can be a challenge. You might decide not to add the job to your resume to eliminate the immediate screening from a resume review. You have a good story to tell in networking meetings, or interviews, and hopefully you can articulate some of the actions you took with your former employer to understand what had happened.

The original agreement, and the reason you chose to leave a stable job was for a specific role, and to report to a Senior Vice President. Change happens in organizations, and we can understand that. At the same time, you should have been given the opportunity to try and understand it, by being prepared for the changes prior to your first day. What should have happened is the SVP, the person who hired you, should have called you to explain the organizational changes which needed to occur on both the reporting structure and the responsibilities of the new role. You would then have had the opportunity to discuss these changes in greater detail, register any concerns, and make arrangements to meet with your new manager, in addition to a face to face meeting with the SVP.

You deserved the opportunity to accept this new “offer”, to reject it, or to work out some kind of understanding about what your future would hold. Five weeks seems very fast for any action to be taken, especially being separated from the job.

There are so many questions to ask, which in hindsight may have altered the outcome. Did you talk to the SVP? Did you talk to a human resources person? What did your original offer letter say? Did you have an offer in writing? Some people would suggest you had an opportunity to talk to a lawyer if the written offer was not honored as it was written. Were you offered severance based on the separation, and the initial circumstances?

People have accepted offers, and changed their minds, or received better offers. Companies have made offers and then withdrawn them based on changes in the economy, or other circumstances. These situations do happen, and when both sides work with integrity and honest communication, facing responsibility for their own actions, fair resolutions should result.

I encourage you to communicate with a senior leader at this firm about a positive public statement which supports your job search. Your conversations with potential employers should be using the same statement showing your understanding of the organizational changes which led to your departure.

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

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

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

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

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

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

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

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 spent a good deal of time putting in all of my personal information/job history to apply for a position online. At the very end, they require a full credit and background check, asking for my social security and driver's license numbers which I refused to provide (meaning I was bounced out of their system - no longer a candidate). Am I behind the times here? Is this typical and acceptable?

I would willingly provide this information to an employer who has extended a job offer so they can run a background check which is both fair and reasonable. Why should I surrender my privacy to merely be considered a candidate? Is this standard practice now and I am out of step or is it as invasive as it feels? Given all of the identity theft, I am very cautious with personal information. Do they really need to know everything before they even look at my resume?

A. Being a candidate for a job means being evaluated, assessed and scrutinized in more ways than most can imagine. Hiring organizations will ask for an array of public and private information and can research additional information not provided directly from candidates through many forms of social media and reporting organizations.

If you are in a job search, take the time to find out what you look like in cyberspace. Evaluate your LinkedIn profile, clean up your Facebook page, and review any tweets or blogs where you can be identified. If you have concerns about potential credit checks, get a copy and see what you may have to address.

Companies are trying to avoid becoming too invested in any candidate with red flags and based on the volume of applicants, they now start the screening process in this way. References and any kind of investigations used to begin at the offer stage, but no longer. Avoiding potential hiring issues is as important as capturing the best talent for many companies.

Barry Miller, a Seyfarth Shaw attorney who specializes in providing advice to employers and defending employment-related claims explains, "Employers generally are free to ask for information such as Social Security Numbers and driver's license numbers in the employment screening process. However, a number of issues in the current business environment have led to increasing restrictions on employers that collect sensitive personal information from employees or applicants.

If employers use credit histories in the screening process, they must comply with the federal Fair Credit Reporting Act, which requires that employers make certain disclosures to the applicant before a credit check is run and provide additional disclosures if it takes adverse action, such as declining to hire an applicant, based on the information in the credit history. Some governmental agencies have taken the position that the use of credit histories in a way that is not tailored to the requirements of the job may run afoul of state or federal discrimination laws."

You are right to be concerned about what happens to this data and how it is stored. "Employers that collect sensitive personal information in the screening process are also required to take steps to prevent the unauthorized use or disclosure of such information. The federal Fair and Accurate Credit Transaction Act requires that employers take reasonable measures to safeguard information derived from the credit reporting process", Attorney Miller explained.

Massachusetts has a stringent data security law that requires all businesses that come to possess personal information regarding Massachusetts residents to adopt a comprehensive information security program designed to protect against data breaches and other improper disclosures of sensitive personal information. These protections may provide applicants with some reassurance that information disclosed in the employment screening process is not likely to be misused.

Having to provide this data may not make you feel comfortable and learning that you will need to at the end of an online application only adds to the frustration. Many of these obstacles can be minimized by trying to access companies in other ways. Try to use your network and do the same kind of online research to find out more about your target employers employment screening process.

Q. Five years ago I started as an administrative assistant at a financial institution. Over this time I have been promoted with a few different titles all while expanding my responsibilities and still reporting to the same person. I feel highly valued, empowered and enjoy my job. I have become the go-to person for a variety of tasks, projects or when in need of a solution.

We are in the midst of a major reorganization with lots of new eyes. In my current role, I feel like jack of all trades for the organization but a master of none. How do I begin assessing and labeling what I do? I am concerned because I don't fit into a generic role, and I worry that that I am going to appear dispensable to people that are new and do not yet appreciate my value or contributions.

I need to redo my resume to be able to show the new "powers" that I make a difference. Much of my work doesn't seem quantifiable, showing percent change or growth, and I know this will be important for me to move forward. I would appreciate any help you can offer.

A. Congratulations on looking forward. In a difficult economy, with the prospect of a major reorganization, company leaders are making difficult decisions about which positions must be eliminated, and therefore which employees will be impacted. Many valued and valuable contributors have been impacted by cuts at all levels, and in all industries. Your goal - documenting your value to the organization is a good one, and one many employees should add to their "to-do" list.

One of the easiest ways to collect specific information about what you do on the job, and the impact this has on the organization, is to document your work daily. Most people do not do this, but using your daily planner (online or hard copy) as a way to keep track of the work you are involved with, provides a historic record which can easily be reviewed at the end of a week, month or quarter. Make sure you add the impact your work had as well. If you aren't sure how to assess the impact, ask for assistance from your manager. Work can be translated into the value it provides, and with practice, you will be able to ask yourself the right questions to turn your daily notes into accomplishment statements.

Develop a series of questions to ask yourself or your manager about your work. Did it increase productivity? Avoid additional cost? Generate revenue? Save time? Identify the Problem, review the Action, and identify the Result. "PAR" is a tool used by many career consultants working with candidates to showcase skills and accomplishments. All of this will provide you with resume data, and you will then have records at performance appraisal time, for financial review and bonus conversations, as well as when promotions are being discussed.

So, now you will start doing this data collection for the future, but we need to take a retrospective look as well. One of the areas often overlooked by internal candidates, which is one way to look at all employees, is the external information available about them. What does your LinkedIn profile say about you? Does it say great things about your current employer? Do you have recommendations from senior staff and colleagues at the company who you have supported through projects? Make sure there are more places than your personnel file where the breadth of your capabilities can be reviewed. Be your own public relations firm.

In addition, make sure you are very knowledgeable about the business, not just your own area. Read everything you can that is written by or about your company. Know the strategy and the leaders. Read about what is happening in your industry and know what your competitors are doing. These activities, and the conversations and discussions that you will be able to participate in, will help you differentiate yourself.

Lastly, connect within your organization. Volunteer for cross organizational projects. Meet with your contemporaries who have responsibilities in other areas of the company. Become involved with the charitable efforts of your company. Key roles and contributions happen in many more places than behind your desk.

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 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: Recently all the job titles in my small unit were changed by management and no one was informed of this change. We found out only by looking on Who's Who, our company's internal directory. When we asked about this we were told this was for 'consistency' and given an answer that did not seem logical or make sense.

These job titles do not encompass our current duties. It is frustrating as we have had to take on many more job duties and work, and while I understand that we can't be paid more, it would be acceptable if we had job titles that reflected what we do. Instead, management changed our job titles to ones that are narrowly focused, and this was done without informing anyone.

I had sent out my resume using my former title and now wonder how to handle this. What, if anything, should I say/do?

A: I am sorry that you are unhappy with the new titles that were assigned to the roles within your unit. It is unfortunate that these changes were made without informing employees in advance.

Company titles sometimes do need to be changes for a variety of reasons. Job responsibilities can change and sometimes that may necessitate a title change. A merger or an acquisition can sometimes be another legitimate reason for changes in titles of roles.

Assuming you are not part of a bargaining unit, an employer can typically change the "terms and conditions" of your employment. What this means is that your employer can change one or more of the following: title, working hours, job duties or location to name a few. These changes can be made with or without your consent.

Implementing these changes without informing the employees is not a good practice in most cases. When possible, it is often best to inform employees in advance of changes. Ideally, it is best to solicit employees' input but that is not always practical or possible. Based on the information you provided, I am not aware if your employer had a good reason (that you may not be aware of) to make these changes.

If your supervisor had told you in advance of the changes, this sharing of information may have made this change a bit more acceptable to you. You still may not have agreed but you may have appreciated the fact that you were informed in advance. Finding out new company information through an internal directory is probably not the best employee communications strategy. However, having been on the side of management for many years, I can tell you that not every internal change can be communicated in a timely manner. Companies often have few resources fully devoted to internal employee communications.

In response to your specific question about the title on your resume, I think you should provide a short explanation if questioned. Most hiring managers understand that titles can change over a period of time. Your explanation may sound like this:

In January of 2010, my title was changed from Software Developer to JAVA Engineer. I had submitted my resume to ABC Inc. in November of 2009 with the title of Software Developer.

Q: I was laid off in late 2008. I did some contract and temp work in 2009 and into 2010. Should I put this work on my resume even though it was not directly related to what I want to do? It is in the same industry. I am not sure how to best present this information. Or should include it at all?

A: Congratulations on finding interim work during a very challenging economic climate. In most instances, I would recommend including the interim work, especially if it is in the same industry.

Let's look at your situation from an employer's perspective. Gaps in a candidate's employment history are often yellow flags. They often trigger questions on why the candidate was unemployed. If the gap was significant, some employers grow a bit more concerned. This concern becomes greater if the candidate has skills that are in demand.  Employers will ask, "If ABC is such a hot skill, why has Jane unemployed for 6 months?" 

To reduce an employer's fears, I would recommend including this temp and contract work on your resume. As I have mentioned, it will hopefully eliminate the yellow flag that I have discussed. Additionally including these roles also demonstrate a sense of work ethic that I think many employers are looking for when they interview candidates. You could have remained on the "sidelines" during that period of time. You didn't though. You landed one or more interim roles. This signals to employers that you have a strong work ethic.

You may have developed some new professional contacts while working within your industry. These contacts are very valuable. Networking is still the best route to landing a full-time role. Networking with professional contacts within your industry is even more desirable.

Further, it sounds like you may have had the opportunity to work in a new area within your industry. New skills and/or skills that are in demand may be of great interest to a potential employer within your industry. These newly acquired skills may open up a whole new area for you to target. The scope of your job search has most likely changed since you were laid off in 2008.  These newly acquired skills could improve your employability tremendously.

The economy is slowly improving. The job market, in Boston and elsewhere, is opening up. Be an active job seeker. Get out there and continue to build your network. Use available resources like LinkedIn, MeetUp groups, professional and alumni associations, your friends, family members and neighbors, faith-based groups as well as any informal groups to which you may belong (e.g., a softball league, a book club etc.). Make sure that your resume is crisp, error-free and presents your work history in a positive light. Including your temporary and contract work will definitely reduce some concerns about your employability.

Lastly, remember to continue to invest in your network. Job seekers often network well. The key though it to continue to maintain and invest time in your professional network even when you are employed.

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 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 am graduating from a strong business program in May of 2010. I would like to remain in Boston post-graduation. I have had some good consulting internships but those employers are not hiring as many recent college grads this year because of the economy. What can I do differentiate myself from the thousands of others that are also looking for consulting roles after graduation? What do you look for in a recent college grad's resume? I don't have a lot of experience other than some summer jobs in retail and some internships in consulting? Do I include the retail experience? Or just the internships? Do employers care about my GPA?

A: Congratulations on your upcoming graduation. You will be entering a challenging job market. However, with hard work and persistence, many recent college grads have landed rewarding entry-level roles.

I shared your inquiry with Michael B. Rynowecer, President of BTI Consulting. BTI Consulting is a leading market research firm and is looking for recent college grads with strong analytical and data manipulation skills. Rynowecer explains what is important to BTI when recruiting talent:

The summer internships are clearly the most valuable differentiator. These experiences will be especially valuable to a smaller or boutique consulting firm. You can differentiate yourself in two ways. One is to highlight your GPA and relevant experience to a larger firm. The other is to market your capabilities to the mid-size and smaller firms. These firms often have needs but do little formal recruiting on campus. Your ability to find these firms will differentiate you from 90% of the market who rely on ads and school postings. The small firms will like the initiative and experience.

I recommend including the retail experience as it demonstrates a good work ethic and ability to work long hours.

GPA matters. The large firms fight for the people with the best GPAs from the best schools. Mid-size and smaller firms will rarely hire anyone without an excellent GPA.

In addition to Rynowecer's recommendations, I would also suggest employing several different strategies in your search. Strong networking skills are critical for any job seeker. Linked In, Twitter and the job posting boards are also useful tools.

Some quick resume tips:

- Use a clean and easy-to read-format for your resume. Consider using bullets rather than a paragraph-type format. 
- Make sure that your resume scans well and has keywords embedded in it. Larger firms are often scanning your resume and hiring managers will enter keywords when searching the resume pool of candidates on file. 
- Most recent college grads should be able to condense their academic and professional experiences and keep it to one page in length. 
- Proof, proof, proof. There should be no typos.
- Consider customizing your resume before providing a copy to an interested party. Translation: don't send a resume in response to a finance posting with a resume that has an objective of "entry-level role in sales." It is ok to have several different versions of your resume tailored to different roles and industries. 
- Researh the firm before you apply. The more you know, the better. 
- Use meaningful metrics instead of overused phrases. Example: "Increased revenue by 7%" instead of "added value to sales team's goals"

Lastly, always, always handle every interview in a professional manner. Arrive a few minutes early. Be courteous to all, even the receptionist! Send thank you notes or a thank you email even if this is not your ideal job. It is a small world out there. You may run into one of these individuals at the grocery store, local restaurant or even as your next manager!

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. 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 am an independent consultant and have been fortunate to have had several long-term, and high-profile clients. In the past, I've also had part-time work running concurrently with a client project. I've got loads of experience, and would like to get a full time position with a company but what I am finding is that my resume (to some recruiters) looks like I am a job hopper, when in reality, its a series of back to back long term contracts (6 -12 months+), though I explain to screeners that its "the nature of the beast" so to speak, I can't get past the fact that my CV looks choppy. Is there a better way to highlight my experience and skills with these companies without it looking like I can't hold a job?

Q. When doing a resume can you list temp or volunteer jobs that you had worked at in the past?

Q. I originally worked at Bank A, and then accepted a job at Bank B. After 8 months at Bank B, Bank A acquired them. Not wanting to return to Bank A, I found a new job. My question is, do I have to differentiate between Bank A and Bank B on my resume? Or can I just say the company I worked for was Bank A for both positions?

A. Telling this story is confusing, and making it clear on a resume may be a challenge too. A good resume shows the progression of your career, and highlights your accomplishments. It also shows verifiable information, which employers, contingency and retained search firms will review and confirm as part of their reference check on any new candidates.

Q: I have emailed many, many resumes to ads on the job boards. I also have applied to jobs listed on company websites. How do I make sure that my resume is reviewed -- especially when it says not to call the company? I am sure that companies are receiving hundreds of resumes for a single position right now.

A:You are right. Companies are being flooded with job-related inquiries right now. I have a client who recently posted a mid-level professional role on several job boards and the client received over 400 resumes in under three days. We took the posting down on the fourth day. And many of my clients do specify that they prefer no phone calls because they need time to review the resumes. Additionally, recruiters are also calling these employers requesting that they help the company fill the job.

A few recommendations:

Q. My wife was laid off from a good job in August. She is an MSW and has worked successfully for about 15 years in human service administration. She is also almost half way through a four-year part time program in law school. She is applying for the same kind of human service administration jobs she had before, but I was wondering if employers see her as a lame duck in this field since she is going to law school. She has had a few interviews and she has not made it to the second round. In the past, she has found work quite readily, even in lean economic times. An option could be to omit mention of law school on the resume, but could that be viewed as a form of deception and misrepresentation? Another option would be for her to pursue paralegal jobs, but she has found that this kind of work, if available, does not pay much. I would appreciate your thoughts.

A. Job seekers get into trouble when they claim to have a degree that they don’t have, rather than the other way around. In your wife’s case, she doesn’t have the law degree yet; she is simply going to school part-time. If she chooses to omit mention of law school on her resume, I don’t think that an employer would view this as deception or misrepresentation.

It’s impossible to know why your wife is not getting job offers or even second interviews. This may or may not have anything to do with her mention of law school. It could simply be a function of the economy and the fact that employers have the luxury of choosing among many highly qualified candidates.

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 am a senior communications/marketing/PR professional looking to move to the Boston area from New York, and have spent a lot of time networking over the past year, which has resulted in a few interviews. Several Boston search firm executives I spoke with said to use a Boston address (my sister's, whom I would live with once I got the job) on the resume, or many hiring managers would not consider me, as they normally prefer someone who is already in Boston. I do explain my situation in the cover letter, but I am afraid they would not look at the letter if they see a NY address. I just need to get my foot in the door to get an interview. In addition to the networking, what do you suggest I do?

A. Let me answer your questions in the reverse order. Here are some additional strategies that might enhance your long-distance job search:

1. Read Boston newspapers, journals and publications such as the Boston Business Journal, and the Boston Globe, on a regular basis, for both job listings and relevant business news.

2. Join (and start attending the meetings of) at least one Boston-based professional association or the Boston chapter of a national professional association.

Q. My husband was laid off recently. This is our first experience with unemployment. Almost everything I have read says the large Internet job sites are a waste of time. What should the first step be in the job search? He was a manager in telecommunications.

A. To be successful during a period of unemployment, your husband needs to balance solitary tasks - such as visiting Internet job sites - with those that include face-to-face contact with people.

In my experience, the most successful job seekers follow a detailed job search plan, which includes actively networking and using the Web sparingly. Encourage your husband to set six-month, three-month, weekly, and daily goals, and to make reviewing his goals a twice-daily habit, like brushing his teeth.

Q. I was a health care manager for years in Boston. Then I decided to work in international health and lived overseas for a number of years. I chose to return to Boston in time for Obama's stupendous win and a serious economic recession. I'm networking, applying, interviewing, checking websites, etc. While I'm waiting for a job offer, I need to make some money. But temp agencies see my resume and can't help me. Do you have any suggestions on what I can do to pay my bills?

A: Welcome back to Boston. Yes, that “R” word is frightening. The impact on the economic climate, particularly the labor market, is unnerving for sure. It sounds like you are being very active about your search – that's great! Looking for a job can certainly be a full-time job.

I do have one piece of advice – for you and maybe a few others. No one ever said that you should rely on one version of your resume for every opportunity. Yes, in the “old days” before we all had access to word processing, we all had “the resume.” Today, more and more savvy job seekers have several different versions.

Q: I am looking for a job and I can work in several different fields. My experience over the years – and also my hobbies – allow me choose among many different opportunities. The problem is that I send my resume to all the places that have openings that interest me, but none of the companies respond other then with a nicely worded rejection letter. Do you have any suggestions for me, as I have been looking for quite awhile?

A: This is a good news, bad news situation. The good news is that you can do so many things. The bad news is that companies want specific skills for their particular job opening. This is especially true today, when hiring a new employee and adding the cost of the salary and benefits to their payroll is such a major decision. Employers do not necessarily need someone who has dabbled in a subject, but rather want someone who can demonstrate that they can do the specific job for which they are recruiting.

Q: When applying to a job from out of state, how do you deal with employers who doubt your interest in and ability to move within a reasonable amount of time? Should you put a friend's Boston-based address on your resume just to get initial consideration?

A: I am seeing more and more candidates apply for positions out of their geographic area, so this is not uncommon. If you have ties to the Boston area, that certainly helps (example: attended college in Massachusetts or lived here as a child).