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.

"I started at a temp job a few weeks ago. I feel confused about how I should approach this job in terms of my professional appearance. I assumed I should dress up a little (it is business casual) so I generally wear black pants and a button-up shirt. Many of my co-workers wear flip-flops and do not dress professionally, clearly breaking the dress code. Even my boss wears a zip-up sweatshirt over her dress clothes. My question is this: As the temp (hoping to get a job with the company when the temp position is over) should I dress well and follow the dress code or blend in with my co-workers and dress down? My worry is that I will seem arrogant or unapproachable (especially since my education level is above most of my co-workers) by dressing nicely but at the same time I do not want to damage any opportunity to further my position at this company."

A. S.

While normally I'm not a fan of assumptions, you did make the right one here. It's always a good idea to dress one notch up than the office standard when applying for and taking on a new job. Your dress style sounds like a good match for a casual office, even for one whose standards may have slipped over time.

As a temp, you need to meet the standards of two companies: the one you temp for, and the temp agency itself. While part of your job as a temp is to respect the office culture you're entering, you also need to represent the professional standards of the agency. As a representative from the agency, it would be expected that you follow the official dress code of the company you're temping for. So, sticking to your basic business casual attire is a better choice than busting the dress code and dressing down to fit in. At the end of your stint at this company, you’ll be rated on your professionalism, including your appearance. Positive ratings are only to your advantage, especially if you move on to temp at another company.

Do you think people at this office find you approachable right now? If that's the case, then your clothing isn't an obstacle to fitting into their culture. No matter how your coworkers or your boss dress, when it comes time to make a hiring decision, the company is more likely to choose someone who looks professional (which subliminally translates into "capable") than someone who doesn't.

Q: I have been unemployed and doing some temp work for about five months now. I have applied to many jobs and have not had anyone besides temp agencies contact me for interviews. I have had several people look at my resume and cover letter and they said they were both good. I am frustrated and not sure what else to do. Please help!

A: I don’t have a lot of information about your skill set, industry, work history or education. However, let me share some general comments and observations.
You have demonstrated a commitment to your temporary role. This is a positive. You should continue applying for jobs but also focus your efforts. If you enjoy your current work environment, company culture and the content of your current role, you may consider approaching your supervisor and asking about opportunities within this company. Often companies will post open positions on an intranet or a company bulletin board. Check these listings often. There also may be other opportunities within this company, but not within your immediate department.

Don’t close the door on the temporary agencies that are contacting you. More and more of my clients use temporaries as a way to “try before they buy.” They want to employ you on a temporary basis for a short time before they extend you an offer as a full-time employee. Temporary roles can also expose you to new skills, or sharpen old ones. Make it known to the temporary agency that, although temporary roles are fine, your longer term goal is to secure a full-time role with a company.

Like all job seekers, you should be actively networking. Actively networking with colleagues, friends, alums, etc. is a proven way to learn about job opportunities that others might be aware of.

About 75% of your job hunting time should be connecting with people, hopefully in your profession. About 25% of your time should be behind a computer. Often times, job hunters will actually have these percentages reversed during a search.

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 was hired by a company last November for an 8 to 10 month temporary project. I was told there was a very good chance for a permanent position at the end of the project. My manager informed me that "phase one" of the project will end September 30 and “phase two” will begin October 1st if it is approved for the next fiscal year. If approved it will be another 10 months with no vacation, sick time or holidays. I have no interest in signing up for “phase 2”. Will I be able to collect unemployment benefits if I refuse “phase 2”? And, how long can a company keep a temporary employee and offer no benefits?

A. I am sorry to hear your temporary position has not morphed into the full time role you thought it would. "End of the project" didn't seem to mean the same time frame for you as it did for your manager. Also, there is no promise that at the end of “phase 2” the permanent role will be there for you.

One of the problems that can occur in contract roles is that minimal conversation occurs between the manager and the contract employee about "the future". Having conversations once a quarter to review the role, your performance, and the status of the position is not unrealistic. Your expectation for an offer of full time employment was not met, and with regular conversation, expectations can be reset so that no one is surprised, or disappointed.

You have gained almost a year’s worth of experience, knowledge about the culture of the organization and how to make things happen. All this makes you more valuable to the company, to the manager and to the efforts of getting the work done. Before you quit, consider having a discussion about what you bring to the position, how much you enjoy the work, the company and working for you manager, and why you'd like to make it permanent. Make sure you have more reasons than receiving benefits, sick time, and other types of paid time off.

It is not too late for a conversation of this kind. Review all you offer, and ask your manager if he or she has put in a budget request for your position, and what the anticipated outcome will be. If that doesn't happen, you can ask about changing the contract to provide a week paid time off or a few sick days. A contract position offers an opportunity to negotiate after a reasonable period of time, and you have hit that mark in terms of months on the job.
Companies who are not sure they will have long term opportunities use contract employees to minimize their commitment. These relationships can be long term and though they are regulated, criteria for contract employees, consultants, and temps, are often not consistently implemented. Whether you can collect or not depends on the terms of your contract, and only unemployment can make those determinations. Review the Division of Career Services and Unemployment FAQ's on www.ma.gov which will offer insight into your situation.

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 took a job with a temporary agency and was paid at a decent rate for my time. Now the organization I contracted with wants to buy out the contract and pay me at a substantially lower rate. Am I obligated to sign on with the company or can I choose to end the assignment and collect unemployment?

A. There is one organization who makes the decisions about whether or not you are eligible to collect unemployment, and that is the Department of Unemployment Assistance (DUA). Check the web site at www.ma.gov and under Online Services click through to "apply for unemployment". Here you will find step-by-step instructions for filing an initial claim.

As explained on the site, DUA does not pre-determine eligibility. It is recommended you file a claim if you are separated so that your eligibility can be determined. The site also has additional important information for all job seekers.

In the situation you described, it seems the temporary agency was your employer, not the company. You contracted with them, not the employer, and you are under no obligation to stay if you are not satisfied with the offer.

The agency sets the rate they charge the company for your services, and the amount they charge for their services. The agency also sets the fee for the "buy out" of your placement at the company. What the agency does not do is determine whether the company will make an offer, or what that offer will be. Only you can decide to accept the offer, negotiate, or reject the offer.

You are not happy with the current offer, because it pays less than you were making when you were working through the agency. Companies change the offer rate because an offer to be an employee - as opposed to a contractor - typically adds up to 35% of your compensation in a benefits package. The company will now be making contributions for health, dental, disability, and unemployment insurance, paid vacation, and more. Be sure to measure these benefits against what you identify as a “substantially lower rate”.

If you are interested in keeping the position, you can discuss the offer with the company and let them know the rate you are looking for. Negotiation has give and take, and if there is opportunity for you I encourage you to look at that in addition to the pay scale.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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 took a 6 month temporary job to keep looking for a full-time job that I felt would be a good fit. I didn't want to jump in to any full-time permanent job and end up disliking it. If I receive a full-time employment offer before the 6 months are over and would like to accept it would it be possible to maintain a good relationship with the temp agency if I give them proper notice (2 weeks)? At the temp job, I could train a person to take my place in one or two days. I would like to look after myself but also want to maintain a good working relationship. I do understand that I would probably burn a bridge with the temp agency's client. What is your view?

A. You are demonstrating very professional concerns, which will serve you well over the long term. You recognize the value of working hard to keep your word, maintaining relationships, honoring commitments you have made, and looking for win-win alternatives where a win-lose may happen.

These behaviors are of great value to employers in many situations, and clearly in contract or temporary roles. When you interviewed for the temp role, you saw the "trade". You wanted a role that would give you flexibility and the opportunity to continue to look for the right match in a permanent job. The company wanted a good performer, and someone who would commit for 6 months so they wouldn't have to train someone else, and could minimize disruption within the organization.

If you find the right job before your contract is up, there are a few ways to deal with the situation. If there was a short time left on your contract, you could ask your new employer for a delayed start date - perhaps three weeks, but not much more, would typically be acceptable for a new employer.

You can approach the temporary agency and explain the circumstances. This will not be the first time they have dealt with this situation. Though they may be disappointed, your willingness to have a candid conversation about your plans and the ways you can help support the agency’s maintenance of a good client relationship, will work in your favor. Some people choose to leave immediately with no notice provided, or they tell the company whose site they are at, instead of honoring the relationship between the agency and the customer account. These actions leave the agency in a difficult position, and start the bridge burning.

Your long term career is key, as well as your intentions. Employers value employees who understand mutuality in the employment agreement. And the reverse is true.

Q: If an individual who is entitled to severance pay later accepts a new position with another company, is he or she still eligible for severance pay? Or is the severance pay terminated?

A: The purpose of severance pay is to provide a terminated employee with some continuation of income after the employee is no longer employed. In Massachusetts, employers are not required to provide severance pay to most terminated employees. There are some exceptions however. Being a member of a union and/or having an employment agreement with a severance clause are two examples of situations where severance payments may be required. Another reason why employers offer a terminated employee severance pay is to limit the company's liability. Additionally, an employer might request that the employee leave the company in a professional manner and refrain from speaking negatively about the company. Often severance pay is given only if the exiting employee signs an agreement where the employee agrees not to sue their former employer.

Most employers determine their own severance policy. Policies can vary widely. Severance often varies depending upon the employee’s level within the company and their length of service with the company. Other factors can also be taken into consideration as well.

Some companies offer severance payments for a specific length of time. An example may be 12 weeks of severance. Another company might offer 8 weeks of severance and then if the former employee lands a comparable job during that severance period, the individual can collect the remaining weeks at 50% but in a lump sum payment.

In short, an individual must review the severance and/or separation agreement that was likely signed prior to leaving the the employer. This agreement should provide detail on the specifics of the "terms and conditions" of receiving severance. If in doubt, you could contact your former employer.

In my experience, most companies would terminate the severance pay if the terminated individual began a new role that was comparable to the former role that they held. However, some companies do offer the 50% lump sum payment too.

Over the past few years, there has been a bit of discussion with respect to severance and what constitutes a “comparable role.” In particular, what if the new role is a part-time position? Or a consulting role? Or a temporary role? Is that a comparable position to the full-time position that the employee had prior to being terminated? It is best to clarify how a comparable role is defined before signing any agreement.

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

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

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

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

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

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

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

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

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

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

Q. I am a contract employee in an office. A regular (non-contract) employee, who is not my supervisor, is almost constantly talking about her mother. She has asked me to help her do her work, criticized my e-mail style and tells me there are some people in the organization I should not email. (Is the latter directive because I am JUST a contractor?) Reportedly, she is now applying to be my supervisor. I do not feel comfortable with the situation but am afraid to leave due to my age and a less than stellar job history. Please advise what I should do.

A. In some offices there is a distinction between contract employees and “regular” employees. Contract or temporary employees are seen as having less seniority, and some staff feel entitled to provide contractors with more feedback, and/or direction than they would to a non-contractor colleague. While this isn’t the case in all offices, it does happen in many places, and is one of the down sides of contracting.

People who are successful contractors are prepared for all kinds of welcomes to a new work place. Some are great, kind, and thrilled to have the support of a new employee. Others are thrilled to have a new low man on the totem pole to pass on as many awful assignments as they can before they are stopped. Your goal is to be able to deal with both welcomes, do your work well enough to make your supervisor happy, and ride out the waves, not make them, in the office.

To successfully work in any office requires lots of patience. There are all types of people talking about a full range of topics. You are walking into relationships in progress, a culture others have experience with, and an array of danger zones. The woman who talks about her mother may be dealing with issues that others can relate to. The conversation may not be directed at you, but to others in the office. It may be annoying, but it doesn’t sound harmful, so I would just listen, offer a supportive look and nod, and keep working.

Let’s try and take a positive outlook, (a choice for us in how we see people– not easy, but it is a choice!) We might think this woman has sincerely offered you some help in getting acclimated to the organization. Perhaps other contractors have been given heat for emailing all levels of the organization when there had been a reporting structure in place for them to use. Was she trying to give you a heads up? Do her comments make your emails better? If they do, appreciate that fact. Figure out what you can learn from her. As long as your work is done, and whoever you report to does know you are assisting her with her work, do so. Team work is a huge component in positive relationships in offices, and contractors develop strong bonds learning how this works early on.

Your colleague may be applying for the role of supervisor and she is trying out her supervisory skills on you. You say you are uncomfortable, and it may be with fear of losing this position based on your relationship with someone who may become your supervisor. This may be the right opportunity to develop the work experience you have into something stellar, to develop the skills you need to stay long term, and to develop many positive relationships with colleagues and supervisors.

Q. I have been working for a temporary agency for the last 6 months, but I am unhappy with their performance. If I ask to sever my agreement with them, will that be considered "quitting" by the unemployment office? Can I just not respond to their offers of work, or is that considered "refusing"? The temp agency is only offering me jobs at $4.00 per hour less than I asked for (after me repeatedly asking them not to), and they often make errors getting job info and hours wrong, never giving me the person I ask for, etc. I don't want to lose unemployment, but I don't want to be a slave to these people either.

A. Temporary work can offer job seekers financial benefits and the opportunity to build experience. The structure of how temporary agencies work with temporary employees and the employers who hire these employees comes in a few formats. Some temporary agencies put employees on the agency payroll so the employer is actually the agency, though employees work at another company site. Other contract or temporary agencies place employees at companies, for a fee, and the company pays the employee directly.

In both instances, you are not obligated to accept an offer of a position from an agency, or work for wages you believe are unfair. Review the contract you have with the agency. Most contractual arrangement are for one position for a specific duration of time. They do not automatically extend or commit you to other jobs.

If you are not happy working with this agency, there are many others to consider. The compensation offered will depend on your skill set, and the kinds of opportunities the agency can present to you. You can work with multiple agencies and take the offer which appeals to you most, based on whatever criteria you have.

There is a great deal of information offered about whether or not you can collect unemployment after working at contract or temporary jobs. Review what the contract says will be provided in terms of benefits and review your pay check for contributions the employer has made. Unemployment benefits accrue based on these contributions over 52 weeks and not from employee deductions.

There is a comprehensive list of Q's and A's about eligibility for unemployment at www.mass.gov. The home page lists specific locations for related answers. Answers specific to personal circumstances are only determined after a claim is filed, which is also explained on the site.

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 a temp for a large non-profit organization for nearly 2 years. I have been promised a permanent position for the past 18 months, however the organization always comes up with a last minute excuse to why they can't hire me. I know times are tough with the economy, but this company lifted their hiring freeze about 6 months ago, and will be giving bonuses next month. I have recently been told that a position has been approved, but it is "with HR" while they create a title and grade. I've now been told that the potential hiring date may not be for another 3 months. I realize that I'm only a temp, but I've been here longer than some permanent employees.

A. Temporary positions can offer some great opportunities for people trying out different roles, or different industries. These roles are also very beneficial for employers. When the economy is rapidly changing, to cover peaks and valleys of work, or to cover employee leaves or absences, companies call on temporary workers. Some people take temp contracts on their own, while others work for temporary or contract agencies.

The good news is it seems clear that the non-profit organization needs the skills you have for the work that you do, and they value your performance. If these two points were not accurate, the role would have been eliminated and/or you would have not been given positive signals about an imminent offer.

What is hard to determine, is how the economic situation has impacted the organization and how it continues to do so which is when most organizations are slow to add staff.

Your organization is exhibiting signs of recovery. The end of a hiring freeze typically indicates a greater need for staff and an improved cash flow. The plans to offer bonuses also show a commitment to staff and an improved cash flow. Can you see a theme? The cash flow plays a significant issue as an organization makes a decision whether or not to add to "permanent" head count.

Many temps find it frustrating to try and asses their status. If you believe your manager, human resources and the organization are acting in good faith regarding changing your role to a permanent position, you can continue to stay close to the process. Meet with your manager to make sure there are no performance issues. Make sure your frustration doesn't show. The manager may be just as frustrated and your goal is to be part of the solution, not the problem.

You can also continue conversations with human resources so that you understand what they need to do as they create the job description, title, pay grade and benefits package for the role, and which circumstances might cause any additional delays. The change probably comes with the addition of health care and other benefits which is an added cost to the employer, which can also slow the decision to add to head count.

If you do not believe your employer is acting in good faith in their discussions about moving you into a permanent position you may decide to leave the temping to others and accept only full time offers that provide all you are looking for.

Q. I work as a temporary office contractor and recently, while copying, viewed a co-workers (permanent employee) less than positive performance review. Since the review, that employee has spent much more time in the office (rather than teleworking); however, last Friday she came in much later than usual and appeared to be in a great rush. She requested documents out of my office, took them, and then insinuated there was something wrong with some copies which I had made. She then proceeded to do some copying that I usually do as part of my job, and also requested that I copy for her right away. She also wanted to do the mailing out of the job, which has been my job. The job did end up missing a critical mailing deadline.

I am concerned because as a contractor I do not have job security. The job market/economy seems quite bad, so I do not feel it is safe to quit this job, but the sometimes critical atmosphere and my contractor status do not make me feel that it is safe to stay, even though I have received no negative reviews from management. (Yes, I know my work is not perfect.)

A. You can only control what you can control and that is your own performance.

Q. My daughter recently interviewed with a placement agency for non-profit jobs. They requested two photo IDs and suggested a passport. My daughter asked why they would want a passport and was told they use it for the agency's employment records since she would be placed and paid by the agency. She brought the passport with her and they made a photocopy. She gave other identifying information on the application, including her social security number. I've never heard of an agency requesting or photocopying a passport and was uneasy with this request. Is there anything to be concerned about?

A.Protecting your identity is a valid concern, and proceeding with caution any time you are asked to produce this type of information is a good course of action. This is an example where it is a necessity to provide the requested documents.

Your daughter and all new employees will be asked to complete a Form I-9, Employment Eligibility Form, a document from the Department of Homeland Security and US Citizenship and Immigration Services. The purpose of the form, as stated on the I-9 is "to document that each new employee (both citizen and non-citizen) hired after November 6, 1986 is authorized to work in the United States."

Employees need to produce documents that establish both identity and employment eligibility.

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

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

Q. I 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.