Find Me Job: April 2010

Retire Like a Movie Star This summer, fans lined up to see see Harrison Ford don that famous fedora for the fourth time in "Indiana Jones and the Kingdom of the Crystal Skull," more than a quarter-century after "Raiders of the Lost Ark" premiered. At the age of 65, when professionals have traditionally transitioned into retirement, Ford continues to act -- even reprising the same role.

With millions of experienced workers starting to think about retirement, many are wondering what they should do next. If you're asking yourself that question, you can find your answer by looking at the stars -- movie stars, that is. Following are examples of how some famous actors are handling this transitional stage of their lives -- and career lessons you can learn from them.

Be like Sly.
Continue down the same path. Since 2006, Sylvester Stallone has reprised not one but two of his most famous title roles -- Rocky Balboa and John Rambo, 30 and more than 25 years, respectively, after each first appeared on the big screen. Stallone, like Harrison Ford, has had a lengthy career and proved he can still perform at a high level. Even upon reaching retirement age, these professionals continue to thrive in careers they've excelled at for years.

If you're near or at the age when you thought you would exit the workforce, but you haven't lost the passion for your job, you may decide to postpone retirement for several years. The key to career longevity is to remain marketable. Throughout your career, keep your skills sharp by volunteering for new projects at work or taking classes in areas where you could use improvement. Your firm may even supplement your training by offering internal courses of assistance with tuition.

If you are looking for a new position, use the decades you've been in the workplace to your advantage. Many employers seek professionals with the strong soft skills and judgment that come with extensive experience. Be sure to highlight these qualities in your resume and cover letter. If you're worried your past job titles will make an employer feel you are overqualified, list your job duties, not the specific title. Just don't undersell your qualifications. After all, if Rocky can keep going, so can you.

Reimagine Dirty Harry.

Use your experience to transition to new areas. Early in his movie career, Clint Eastwood was best known for his roles in Westerns and gritty police dramas. But in recent years, he's made a bigger mark as a director by leveraging the acting expertise he developed. This move seems to have worked out well for him, with four Academy Award nominations and two wins, for "Unforgiven" and "Million Dollar Baby."

If you are not yet ready to retire completely, a natural transition may be consulting. This allows you to extend your career while providing you with the freedom to work where, when and for how long you want. Consulting also gives you the opportunity to enhance your skill set, with different assignments offering exposure to various companies, positions and technologies.

Consider registering with a staffing firm, which will handle the administrative aspects of the business, such as billing clients, for you. The deep networks these businesses have also mean you have access to job openings you might otherwise not be aware of. And many staffing firms offer free training and career guidance. Becoming a consultant may not win you an Oscar, but, like Eastwood, you can continue to find success while working at your own pace.

Channel the Governator.

Reinvent yourself. If someone asked you 20 years ago who you thought would become the 38th governor of California, you probably wouldn't have answered "Arnold Schwarzenegger." But he reinvented himself as a politician, having been voted into office in 2003, more than 30 years after making his first movie.

Nearing the age when many retire, some workers consider changing gears by pursuing a second career. If you're an avid gardener, for example, retirement may offer you the opportunity to open your own nursery or landscaping business. Before launching a second career, consider what elements are important to you in your professional life. What are you looking for: A creative outlet? A chance to give back to the community? More flexibility? Less stress?

Once you've settled on a potential path, talk to people engaged in that line of work to get a better sense of what it entails. These professionals can confirm -- or deny -- your assumptions about a certain type of job, as well as provide advice on how to get started in the field. In addition, your contacts can help you determine which skills you already have that you can transfer to your new venture. For instance, say you are a former teacher who wants to launch a business selling children's games. Your knowledge of this demographic could help you in your marketing efforts.

Keep in mind that it can take several years to prepare for a second career, especially if you need to build new skills, or earn a certification, license or academic degree. The sky's the limit, though -- and if you live in California, you may even succeed Gov. Schwarzenegger one day.

As an experienced worker, you can emulate the varied career paths that Ford, Stallone, Eastwood or Schwarzenegger have taken. If you begin planning now and take steps to position yourself for the right opportunities, you may be surprised where your career leads

Can You Be Your Own Boss? Many of us fantasize about owning our own companies. Nearly one million new businesses are launched each year, but more than 85 percent will close within five years. There are some key indicators of who will be most effective as owners. Take this quiz to help you determine if you have the burning desire, discipline and resources to become your own boss.

Are you a self-starter?
It will be up to you, not someone else, to develop the business, organize the projects, manage your time and follow through on details.

Can you handle the uncertain financial risk?
Businesses all have cycles, the ebbs and flows in profitability. Once it's started you'll have overhead and operational expenses that must be met before you get paid.

Do you have good business skills?
You must attract customers. New and repeat customers are the lifeblood of your business. You must possess or learn these skills -- accounting, business planning, operations, sales, marketing and customer service -- to survive and succeed.

Do you have the stamina needed to run a business?
Business ownership is a lot of work. Can you face 12-hour work days, six or seven days a week, every week?

Are you motivated by achievement?
Many entrepreneurs get great joy out of the daily "wins" they get from doing business. They find it's a competitive game and satisfying way to fulfill their instinct to achieve. They have fun doing it. These people have a passion and driving desire to come in first. They are doers and want to derive benefits from their efforts and labor. They are unlikely to get "burned out" or worn down by carrying all the responsibilities of the business on their shoulders.

Are you a good decision-maker?
Business owners are required to make decisions constantly, quickly, under pressure and independently. Do you research and examine all options on important decisions to minimize your risk, but then decide and go forward?

How well do you handle different personalities?
Business owners need to develop working relationships with a variety of people including customers, vendors, staff, bankers and professionals such as lawyers, accountants or graphic artists. Your ability to successfully deal with demanding clients, unreliable vendors or cranky staff people in order to benefit your business will directly impact your success.

How will the business affect your family?
It's hard to balance work and family demands during the first few years after starting a new business. There may also be financial difficulties until the business becomes profitable, which could take months or years. You may have to adjust to a lower standard of living or put family assets at risk. Can your family deal with the challenges business ownership requires? Although many entrepreneurs go on to make large incomes, the "lean years" are a necessary part of the evolution and business growth cycle. Equally important to consider are the many job perks -- paid vacations, sick days, medical and dental insurance, stock options, cars, health club memberships -- that disappear when you own the company. Think about the extra costs you will now incur.

How will you deal with the isolation?
Once you go off on your own, you'll be just that -- alone. Can you deal with being isolated? Will you miss the status, respect and collegial connections that you had while working for an employer other than yourself? Don't underestimate this -- it's the reason many consultants and service business owners close their own operations and re-enter the corporate world.

Can you go two or three years without an income?
List start-up resources to buy/start and run your business. Note sales and break even points as well as profit projections. Be conservative in your estimates on how fast you'll be able to turn a profit. Develop family and business budgets that support you and your family while your business is beginning to grow.

How to Get Paid What You're Worth It's a catch-22 when it comes to salary talks with a potential employer. Ask for too much and you might be dropped from consideration; ask for too little and you could be earning less than what your employer is willing to pay.

The way to escape this seesaw is to do your research and find out exactly what the position your vying for earns in the industry you're seeking. This way, when it comes to talking cash, you have facts to back yourself up, not just the need to feed your shopping addiction.

How do you find out whether your salary is at market value for your profession, position and location? You can turn to your friends, but they may embellish their salaries, so reliability is suspect. Your dad's input as to what people make may be outdated. Finding good sources is not easy, but here are some tips for assembling information that might lead you to the answer.

Determine your needs
First, figure out what you'll need to make each month to make ends meet. Draw up a budget for your necessities including rent, credit card bills, school loans, cell phone, car insurance and food. You'll probably also want to factor in extra money for going out with friends, clothes and savings. That's what your minimum take home pay should be ideally each month .

Salary sites
Check out a Web site that specializes in salary information, like CBsalary.com. You can search by job title and metro area. Ad hoc searches on search engines can sometimes direct you to fruitful results. A search engine query for "salary information" and "salary guides" can lead down various paths and you might get a little lost. Even better is to narrow the search by profession, say, to "accounting salaries" or "accounting salary guides."

Occupational Outlook Handbook
The Bureau of Labor Statistics (BLS) provides comprehensive occupation information for specific jobs. Pick your industry and then your job title -- median earnings are given for a range of roles per job description. This information is based on national figures, though, and might not reflect median earnings in your geographic location.

Trade publications and professional associations
Association sites for a particular profession might be one of the most reliable sources of salary information. Some sites do not have salary surveys listed among their menus, but a call or e-mail to the site administrator might reveal how that information can be obtained. Trade publications often run their own salary surveys, so search their Web sites. For example, Ad Age features salary information that is fairly detailed. One pitfall about trade and association Web sites: you often need to be a subscriber to access information.

5 Pointers for Moving from Peer to Boss In today's economy, reorganizations are common, and you may find yourself suddenly overseeing employees who were once at the same level as you. While transitioning into a supervisory role can be exciting -- and possibly signal a new phase in your career -- it also means a shift in dynamics with colleagues, especially those who will now be reporting to you.

Your success taking on a leadership role is dependent on building positive working relationships with direct reports, and being able to exercise authority when necessary. Following are some steps to help make the switch from peer to manager as smooth as possible:

Meet with your team
One of the first items on your agenda should be to meet with those you will oversee. Arrange one-on-one conversations to make sure everyone understands the following:

· His or her role in the department, including exact responsibilities. These may have shifted due to recent staff changes or focus areas for the firm.

· What your expectations are and how they may differ from a previous manager's. For example, you may ask a copywriter to be more proactive in the research phase of new campaigns. Or you may request an experienced member of your team to begin taking on more tasks.

· How accountability will be measured.

These meetings also will allow you to better understand your team member's personal and professional goals, and what you can do to help them reach their objectives. In addition, give employees a chance to voice any questions or concerns they have about the change in management so you can work together to solve issues before they become problems.

Set boundaries
Understanding the everyday responsibilities of your new position is the easy part; the subtleties of your role are often harder to gauge. For example, is it appropriate for you to go out with the team after work? Are you allowed to joke with colleagues like you've done in the past? Although there are no standard answers for questions like these, one thing is clear: You'll need to set new boundaries as a supervisor.

For instance, in your previous role, you may have confided in co-workers when you were frustrated with management decisions. But now that you are a member of the management team, you must set the example. This means using discretion, and offering support and guidance, not complaints, however harmless they may seem.

Don't play favorites
You may be closer friends with some co-workers than others, but as everyone's boss, you must treat each staff member with the same respect and concern. Giving choice assignments to only certain individuals, for instance, hints at favoritism. More important, paying special attention to a select few could cause you to overlook other talented team members. Also, your responsibility as a manager is to ensure every employee is a productive contributor to the organization, so delegate projects fairly and ensure each person's workload is reasonable.

Be firm when necessary
Despite your best efforts, some employees may test your authority by ignoring directives, missing deadlines or being perpetually late to work for meetings. Take a steadfast approach when handling these situations. Each person on your team should already be aware of your expectations, and performance issues should be addressed and documented. It may be tempting to relax the rules, especially for people you've worked with for many years, but doing so will only encourage the type of behavior you're trying to quell.

Seek guidance
No matter how challenging your job as a supervisor may seem, you are not the first person to be faced with these issues. In fact, there are likely many individuals within your firm who have also had to navigate new relationships with co-workers after moving into management roles. Speak to them about the steps they took to overcome obstacles to success.

Becoming a manager is often the first step on your path to career advancement. Don't let a poorly executed transition derail your progress. By communicating openly and often with your team, setting boundaries and seeking guidance from others who have been there before, you'll ensure your move from peer to boss is smooth sailing.

How to Conquer the First Impression When you walk into an interview, remember this: It only takes 30 seconds to make a lasting impression.

Research has shown that the first impression you make on an interviewer really sticks. In one study, untrained subjects were shown 20- to 32-second videotaped segments of job applicants greeting their interviewers. When the subjects rated the applicants on attributes like self-assurance and likeability, their assessments were very similar to the interviewers' -- who had spent more than 20 minutes with each applicant.

Fortunately, there are some actions you can take to help master the first impression:

Timing
Few things give a worse impression than showing up late for an important meeting. Allow yourself plenty of time to get to the interview in case you have trouble finding the office.

But earlier isn't necessarily better. If you arrive more than 15 minutes early and beeline for the reception area, your interviewer might feel rushed and you might appear desperate, according to Emily Post's book "The Etiquette Advantage in Business." If you arrive early, go to the restroom to freshen up or have an espresso and muffin at a nearby coffee shop.

Ideally, you should check in five to 10 minutes early, and always be courteous and professional to everyone you meet -- you never know how much influence the receptionist may have on the hiring decision.

Appearance
Like it or not, people make judgments on appearances, so it's important to arrive at the interview looking like a seasoned professional. But if you dress too formally, you'll look stuffy, and if you dress too casually, the interviewer may think you're not serious about the job.

Never wear anything sloppy, tight or revealing to an interview. High-quality, tailored business suits are always appropriate for both men and women. And don't forget the details: Make sure your shoes and any other accessories are clean and polished. Clothes may make the (wo)man, but hair and hygiene are crucial. You never want an interviewer to smell you before they see you, so always bathe the morning of the interview, use a good-quality bath soap and deodorant, and avoid wearing perfume or cologne.

Be sure your hair is clean and well-groomed -- nothing spiky or wild -- and keep your makeup minimal. Cover any tattoos, and limit visible piercings to one in each earlobe.

Handshake
According to Emily Post's book, your grip speaks volumes. Offer a limp hand and your partner will think you're hesitant or meek. Give a bone-crunching squeeze and you can appear overly enthusiastic or domineering -- and it hurts! But when you shake with a medium-firm grip, you convey confidence and authority.

Extend your hand and grip when the webs of your palms touch. Then, pump your hand a couple of times.

Body language
Don't underestimate the importance of your posture and subtle movements. A study by Albert Mehrabian of UCLA found that 55 percent of communication is received from body language.

To ensure your body language signals your confidence, sit up straight with your shoulders back. Avoid crossing your legs and don't adopt a casual pose -- even if your interviewer does.

Even if you're nervous, try not to fidget. Don't play with your jewelry, twirl your hair or cross your arms, and try to maintain eye contact with the interviewer. If staring straight into the interviewer's eyes makes you uncomfortable, look at the bridge of his or her nose instead -- it looks like you're still making eye contact, but might be less distracting.

Dos and Don'ts of Handling Interview Silence You?re at a meeting or job interview. You?ve just answered a difficult question or made an important point and are met with an unmovable silence. You wait, growing a bit uneasy, but the room remains deafeningly still.

What would you do? According to executive coach Mary Kay Scarafile, most candidates rush in to fill the void by talking a blue streak. "Most people are so intimidated by the silence that they slip into the role of someone who has goofed and is trying to recover. They?ll do anything to end the silence, so they begin to qualify and expand on their previous answer hoping to hit on something that will fix the problem.

"This most often results in candidates offering more information than they need to - information that is irrelevant, even damaging, to them and their cause."

A senior advertising copywriter says her panic over an interviewer?s silence cost her her dream job.

"When asked whether I?d still work if I won a $10 million lottery, I said that if I worked for this agency, yes, because I would be doing what I loved. It was an honest answer and I thought a good one, but the creative director just stared at me suspiciously."

"After a while I got so nervous, I began conceding that there were a number of changes I would make if I won the money... It was all down hill from there."

Whenever you are confronted with silence, the best strategy is to refuse to be intimidated by it. Remember, some people use silence as a test to see how you respond under stress. And if you actually did goof, remaining calm will do more to defuse the situation than a stream of chatter.

Scarafile recommends that if you ever encounter the silent treatment, you should keep quiet yourself for a while and then ask very sincerely: "Is there anything else I can add to fill in on that point?"

This puts the responsibility back on the interviewer, and if you have said something that is troubling him or her, will give you a better idea of how to recoup.

Knowing what to say is important. Knowing when to stop is vital. To keep from talking yourself out of a job remember these Do?s and Don?ts.

Do your homework beforehand. Anticipate questions that are likely to be asked and prepare brief (two minutes or less) compelling answers to each.

Don?t spend time talking about dates, chronology or other information readily available on your resume unless asked to do so.

Do pause briefly before answering a difficult question to gather your thoughts. It not only helps you organize what you want to say, but will make you appear more sincere.

Do pay attention to verbal and non-verbal cues from the others in the room to gauge their reaction and adjust your responses accordingly.

Do bring along a portfolio of successful projects (if applicable to your line of work) so that the interviewer can see and get a feel for the breadth of what you can do and ask about the projects which interest him or her.

Become comfortable with silence. Remember, eloquence is saying the proper thing... And then stopping!

Biggest Interview Blunders The interview is the most critical point in the job search process. While you might look great on paper, the real test starts when you get in front of a hiring manager. You've got the skills, now you need to prove that you'll be a good fit with your future co-workers and company. And it's oh-so-easy to sabotage that much-coveted and highly-valuable face time.

According to a recent CareerBuilder.com survey of 866 hiring managers, almost 70 percent recalled unusual behavior by job candidates. While the usual suspects did come up, some of their experiences were downright jaw-dropping. Here are some examples of how not to behave in an interview:

Hugh Hefner Wants His Pants Back
Clothes make the man (or woman) and what you wear has a direct impression on a hiring manager. Comfortable clothes will curb your nervousness, but that doesn't mean you should wear pajama bottoms like one job seeker did. The company dress policy may be casual, but save the Goth clothes and socks with slippers until you get the job. If you're hitting the beach after your interview, it doesn't give you license to wear your bathing suit and flip flops. And seriously guys, the flashy medallion on a bed of chest hair will not impress anyone.

I'm With the Band
Unless you're in need of a seeing eye dog, you shouldn't bring an animal or another person with you to an interview. It seems like common sense. Nevertheless, many a job seeker has brought a companion along on the interview including a child, spouse, friend, pet and even the entire family. An invitation to a job interview never includes a guest.

Have You Tried Hypnosis?
They might be normal to you, but to others, some personal quirks are downright frightening. Those things you do in the privacy of your own home are not meant to come out in front of someone you are trying to impress. During an interview candidates have chewed gum, lit cigarrettes, picked their nails, passed gas, burped, picked their noses, scratched various body parts, laughed erratically and even spit. Make sure to check this behavior at the door.

Intoxicating Ways
Some things are strictly taboo at work, and you should behave in an interview like you would on the job. Alcohol impairs your judgment, as do drugs (not to mention they're against the law). They should be off limits -- but some job seekers don't think so. Job seekers openly admitted drug use and arrived at the interview high, intoxicated or hung over. One thirsty candidate requested whiskey, while another brought his own wine. Another asked if he would get the job even if he didn't pass the drug test. And one candidate simply left the interview after finding out about company drug testing.

Truth is Stranger Than Fiction
And then there are the incidents that are just plain bizarre, perhaps provoked by ambition, a desire to impress, or anxiety. One candidate constructed a shoebox diorama of himself on the job. Another did a Ben Stiller imitation. One job seeker offered a sexual favor to the interviewer. Still another knitted during the entire interview. And another barked at the hiring manager.

How to Get Through Second- and Third-Round Interviews So, you've made it through your first round of interviews -- congratulations -- and now you're on to the second and third round ... the good stuff.

Business dining
Many of these interviews will take the form of business lunches and dinners. These are less about assessing your business acumen -- this has been solid enough to get you past the first round -- than about seeing how you are able to interact with others in collegial and social situations. In short, this is where the smallest of small details is what separates those who receive an offer from those who don't.

Here are a few restaurant recommendations:

· Don't turn up smelling so strongly of scent that they smell you, not the food.

· Do not wear your sunglasses, either on your face or on your head.

· While I have no objection to the flaunting of chest hair or cleavage on your own time, it needs to stay under wraps in a business setting.

· Follow your host's lead with regard to beginning with small talk versus diving into a business conversation.

· Don't drink, even if they do.

· Order food that's easy to manage. No one wants to see you playing cat's cradle with the cheese on your onion soup.

· Don't discuss your dietary habits. Your feelings about protein, white flour or the conditions under which chickens are raised should remain yours alone.

· Aside from the fact that my mother always impressed on me that salting your food before tasting it was an insult to the chef, I've heard that those in the business world view it as indicative of poor impulse control -- you may make judgments without having all the facts.

· Do not check your PDA in between standing up from your table in the restaurant and exiting the restaurant. Give your goodbyes the same attention you did your hellos.

Case studies
Another way second- and third-round interviews are often conducted is with case studies -- both group and individual -- designed to prove that you are, indeed, the creative and logical thinker your résumé claims you are, or that you're the "people person" your recommenders claim you can be.

A key thing to remember with all three types is that there is no "right" answer to the case. They are behavioral tests that check mental agility.

Group case interviews: These are more about not failing than about wowing people. They have one goal: to find out which people work and play well with others. Are you collegial and can you make an impact in a tactful way in a group setting? So while you definitely want to demonstrate that you can contribute, you don't want to dominate the group's discussion or attempt to take charge in an aggressive way. One of my clients was in a group of eight people tasked with deciding whether an American chain restaurant should expand into Asia. They were given half an hour and a white board and told to come up with a yes or no answer and a bulleted list explaining why. Of the eight, three failed: two because they didn't speak and one because he couldn't stop telling everyone why his idea was right. If you are in this situation, I recommend the following techniques:

· Be the quiet organizer. Suggest that everyone take the first four minutes to read the case and offer to keep time.

· Suggest something constructive or share any insights that you have.

· If you have no insights, ask people questions to clarify their ideas.

· Be respectful of anything anyone else contributes, no matter what you may think of it.

· Follow the directions. (I know it seems insane that I have to write that, but experience has shown me I do. For example, if they say, "Only use what you've got," don't offer to look something up on your BlackBerry.)

Bottom line: Be a team player who contributes respectfully to the goal and you'll be fine.

Individual case interviews: In these you can wow. But, again, it's not going to be because you got the right answer. The questions may be presented in written form or orally. Some are "big thinking" questions. For example, one of my clients was asked what he would do about the environment if he were president of a country. His first clarifying question: "On Earth as a whole, or are we considering space exploration?" At that point, he knew he had them.

Some take the form of brain teasers (another of my clients was asked why manhole covers were round. FYI: so cables don't get caught on any corners) or practical tasks.

When confronted with these, keep the following in mind:

· Use all the time they give you.

· Make notes and use paper, particularly if it's orally delivered.

· If they say you can ask clarifying questions, do, but don't fish too much. Show that you can be content working with the facts you have.

· As you lay out your answer, state your assumptions.

· Stay cool, even if you make a mistake in the arithmetic. All is not lost; they are looking at logic flow.

· Not all the information may be relevant, but don't say, "That's irrelevant." You may be wrong. If you think it is, just don't draw on it in your answer.

Again, the point is never that they are asking you the question because no one in their office can find out the answer; they want to see if you can think logically and clearly under pressure, making reasonable assumptions. Approach the question like a doctor trying to figure out symptoms and you'll be fine.

Want That Job? 6 Body Language Tips Reading and understanding body language is critical to your success in a job interview. Nonverbal communication equips you to understand what interviewers are thinking, helping you tweak your body language to get them to like you ... and offer you the job!

1. The wet fish versus the bone crusher
The handshake tells a story about each of us. Do you shake hands softly? Do you come in from the top and deliver a "bone crusher"? Aggressive people have firm handshakes; those with low self-esteem have limp, "wet fish" handshakes.

A great handshake is a three-step process:

· Make sure your hands are clean and adequately manicured.

· Ensure hands are warm but free of perspiration.

· Execute your handshake professionally and politely, with a firm grip and a warm smile.

2. The eyes have it
What's considered an appropriate amount of eye contact may vary in different countries. In North America, 60 percent eye contact is a safe figure -- one that can give hiring managers a feeling of comfort about you. More eye contact than this and you may seem too intense; any less and you risk appearing uninterested.

Eye-contact tips:

· When you meet the interviewer, look her right in the eyes, then think to yourself, "Wow, so great to finally meet you!" This will make you smile, and she'll pick up on your positive mood. When we look at someone we find interesting, our pupils dilate, a phenomenon the other person instinctively picks up on.

· During a job interview, keep your eye contact in the upside-down triangle area of your interviewer's face: from the left eyebrow, to the nose, back up to the right eyebrow.

Warning: Staring at a person's lips is considered sexual, while looking at their forehead is considered condescending.

3. Get it straight
Posture is an important thing to master on an interview: Get your posture straight and your confidence will rise with it. Next time you notice you are feeling a bit down, pay attention to how you are sitting or standing. Chances are you'll be slouched over with your shoulders drooping down and inward. This collapses the chest and inhibits breathing, which can make you feel nervous or uncomfortable.

4. Get a "head" of the game
When you want to feel confident and self-assured during an interview, keep your head level, both horizontally and vertically. Also assume this position when your goal is to be taken seriously. Conversely, when you want to be friendly and in the listening, receptive mode, tilt your head just a little to one side or the other.

5. Arms lend a hand, too
Arms offer clues as to how open and receptive we are, so keep your arms to the side of your body. This shows you are not scared to take on whatever comes your way.

Quieter people tend to move their arms away from their body less often than outgoing people, who use their arms with big movements. Keep gestures within the frame of your body, or you'll risk being seen as out of control. Avoid the negative action of crossing your arms during the interview.

Here are two common perceptions of hand gestures:

· Palms slightly up and outward: open and friendly

· Palm-down gestures: dominant and possibly aggressive

6. Get a leg up on the competition
Our legs tend to move around a lot more than normal when we are nervous, stressed or being deceptive. As a result, try to keep them as still as possible during the interview. You should not cross your legs during a job interview, as it creates a barrier between you and the interviewer and may lead to fidgeting. When you cross your ankle at the knee, this is known as the "figure four," and is generally perceived as the most defensive leg cross.

6 Ways to Get the Job When You're Not the 'Ideal' Candidate It may seem like a waste of time to apply for a position that, at least on paper, doesn't exactly match your skills and experience. After all, many job seekers can't even get a hiring manager's attention when they do appear to be a perfect fit.

But if you believe you're capable of performing a job well despite the fact that your background doesn't completely align with the requirements of the position, there might still be hope. You need to consider yourself from a hiring manager's perspective and build a case that shows why you're the best person for the position. Following are some tips:

1. Don't waste their time
First, make sure your background meets at least the most basic criteria for the position. If the job requires expertise in three specific software programs, for instance, and you are familiar with only one, don't apply. But if candidates should possess seven years of experience, and you have five, an employer might consider your application. Keep in mind, however, that some firms simply will not interview you if you don't meet every requirement, no matter how close your qualifications are. After all, companies still can afford to be picky.

2. Find an inside connection
One of the best ways to get your foot in the door when you're a near fit for a job is by getting a referral from someone who can speak to the hiring manager on your behalf. Ask those in your network if they -- or someone they know -- can provide an entrée into the firm. Social networking Web sites such as LinkedIn and Facebook can be especially helpful in uncovering individuals who may have an "in" at your target firm, but be judicious when requesting assistance. You should have established trust and credibility with anyone you ask to go to bat for you.

If you can, try to leverage your contacts to arrange a meeting with the hiring manager. Sometimes, all it takes to get a chance at the job is a face-to-face meeting where you can make your case directly. This allows you to establish a rapport with the employer and demonstrates your enthusiasm for the position.

3. Address concerns upfront
Instead of hiding any shortcomings you possess, acknowledge them. For example, if you're overqualified for a position, use your cover letter or the interview to explain why the job nonetheless appeals to you. Perhaps after managing a large team of employees for years, you've decided you'd prefer to do more hands-on work as an individual contributor and not oversee others. Or if you're a bit underqualified, you might note how strength in one area (such as a well-regarded certification you recently earned) could make up for weaknesses in another (your lack of necessary experience, for instance).

4. Highlight return on investment
Hiring managers seek employees who have a track record of saving previous employers time or money. Promote the bottom-line benefits you can offer by highlighting accomplishments in your résumé or cover letter. You could note, for example, how you spearheaded the implementation of a new billing system that saved people time when uploading data, freeing up staff to focus on other critical tasks.

5. Offer a trial run
With some companies only beginning to cautiously add new staff, hiring managers are less likely to take a risk on someone who doesn't exactly match the job criteria. As a result, you might have to sweeten the deal to persuade an employer to take a chance on you. You might offer to start the job on a project or temporary basis, for instance, with the agreement that you will be brought on full time if certain performance objectives are met.

6. Be truthful
Above all, keep in mind that you should never stretch the truth in an attempt to improve the odds of getting a job. Your lie could easily be uncovered, and you could damage your professional reputation, seriously harming your prospects of finding a job not only with your target firm but also other companies.

Many organizations are willing to take smart risks on seemingly promising employees, but it's up to you to show them why taking a small leap of faith would be a wise move. By addressing any potential concerns upfront and building a compelling case for yourself, you'll improve your chances of convincing them that an "imperfect" candidate like you is the right choice.

"Tell Me About Yourself" When you, as a job seeker, are asked the most common, and toughest, interview question, "Tell me about yourself," your answer can make or break you as a candidate. Usually job seekers will respond with their "30 second commercial," and then elaborate on their background. While almost every career book and career counselor will tell you that is the appropriate response, I totally disagree.

Many people fail in their job search because they are too often focused on what they want in a job including industry, type of position, location, income, benefits, and work environment. Their "30 second commercial" is centered around this premise. The commercial describes the job seeker's career history and what they are looking for. Too often, this is in direct contrast to what employers are looking for.

There are two dominant reasons why job seekers are successful in the job search. The first is focusing on the needs of the organization. The second is focusing on the needs of the people within that organization. In this article, we are going to examine how to focus on the needs of the people within organizations. This will assist in rethinking your response to that all-important question, "Tell me about yourself."

In order to learn how to respond to the needs of the interviewer, let's first learn more about ourselves. We can then apply that knowledge about ourselves to knowing how to understand and respond to the needs of others.

Most social psychologists recognize four basic personality styles: Analytical, Amiable, Expressive, and Driver. Usually, each of us exhibits personality characteristics unique to one of the styles. However, we also possess characteristics to a lesser degree in the other styles. To determine your unique style, you can take a Myers-Briggs assessment or go to the following site for a free Keirsey Temperament Sorter assessment test: www.keirsey.com

Here are the characteristics that are most commonly associated with each of the styles:

Analytical:
Positive Traits: Precise, Methodical, Organized, Rational, Detail Oriented
Negative Traits: Critical, Formal, Uncertain, Judgmental, Picky

Amiable:
Positive Traits: Cooperative, Dependable, Warm, Listener, Negotiator
Negative Traits: Undisciplined, Dependent, Submissive, Overly Cautious, Conforming

Expressive:
Positive Traits: Enthusiastic, Persuasive, Outgoing, Positive, Communicator
Negative Traits: Ego Centered, Emotional, Exploitive, Opinionated, Reacting

Driver:
Positive Traits: Persistent, Independent, Decision Maker, Effective, Strong Willed
Negative Traits: Aggressive, Strict, Intense, Relentless, Rigid

Gaining an in-depth understanding of your personality style has enormous value in your career as well as your personal life. However, our focus today is learning how to use this knowledge to make you more successful in your job search.

Once you have learned about your own style and have studied the other styles, I encourage you to have a little fun in trying to determine the styles of others. When you meet someone for the first time, try to identify his or her style within the first two minutes. You can often identify styles by observing a person's demeanor, conversation, body language, appearance, and possessions.

To demonstrate what I mean, let's take some examples from the business world. While there are always exceptions, generally speaking the styles fit the example.

Analytical Style: Financial Manager (or programmers, engineers, and accountants). They like systems and procedures. They are slow to make decisions because they will analyze things to death?but their decisions are usually very sound. They prefer working independently and are usually not very good in team environments, but they are also dependable. They buy cars with good resale value and great gas mileage. They are conservative dressers. At the party, they want to know why so much money was spent on Michelob when we could have purchased Busch. They come to the party with their laptops.

Amiable Style: Human Resources Manager. Very people-focused. They are dependable, loyal and easygoing; very compassionate. They will give you the shirt off their backs and the last nickel in their pockets. They are good listeners and value team players who don't "rock the boat." They are usually conformists and followers?rarely leaders. They avoid conflict and are not good decision makers. They drive four-door sedans or mini-vans to take the kids to sporting events. They usually clean up after the party is over.

Expressive Style: Sales Manager. Very outgoing and enthusiastic, with a high energy level. They are also great idea generators, but usually do not have the ability to see the idea through to completion. Very opinionated and egotistical. Money motivated. They can be good communicators. They prefer to direct and control rather then ask and listen. They drive red convertibles with great stereos; to heck with the gas mileage. They come up with the idea for a company party, but never help clean up. They are on their way to another party.

Driver: Corporate CEO. Intelligent, intense, focused, relentless. They thrive on the thrill of the challenge and the internal motivation to succeed. Money is only a measure of success; it is not the driving factor. They are results/performance oriented. They have compassion for the truly disadvantaged, but absolutely no patience or tolerance for the lazy or whiners. They drive prestige cars, not because the car attracts attention, but because it was a wise investment. They want to know why we had a party; what were the benefits of the party, and did we invite the banker?

Ok, now you are really getting some insight into your style and the style of others. It is time for the interviews. Throw out your 30-second commercial. Think on your feet.

You will be interviewing with the human resource manager, the finance manager, the sales manager, and the CEO. The first question each of them will ask you is: "Tell me about yourself." How should you respond? Remember the second reason for succeeding in a job search: focus on the needs of the people in the organization. Here are just a few examples of how to respond to that question:

"Tell me about yourself?"

Response to Finance Manager: "I have been successful in my career by making well-thought-out decisions based on careful analysis of all factors. I approach problems with logic and sound reasoning. I would enjoy working with you in developing the appropriate systems and procedures to make our two departments function efficiently together."

Response to Human Resource Manager: "My career has been characterized by my ability to work well with diverse teams. I seek out opportunities to involve others in the decision-making process. This collaboration and communication is what has enabled me to achieve success in my department. People are the most valuable resource of any organization."

Response to Sales Manager: "Throughout my career I have always adhered to the principle that everyone in the organization must be sales-focused. My department is always trained in customer service, providing outstanding support to the sales team and to our customers. Without sales, the rest of use would not have a job. I look forward to helping you drive sales in any way possible."

Response to CEO: "I have achieved success in my career because I have been focused on the bottom line. I have always sought out innovative solutions to challenging problems to maximize profitability. Regardless of the task or challenge, I always established benchmarks of performance and standards of excellence. I have never sought to maintain the "status quo." An organization that does not change and grow will die. I would enjoy working with you to help define new market opportunities in order to achieve the organization's goals."

In each instance, we responded to the "needs of the individual." It is almost guaranteed that, when you respond appropriately to the diverse needs of the different managers, you will become the standard by which all of the other candidates will be measured.

I challenge you to learn about your personality and leadership style, learn about the styles of others, and learn how to think on your feet when responding to questions. Whether you are seeking a job or you are gainfully employed, by understanding the needs of others you will become a more valuable person, employee, manager and leader.

The Best Questions to Ask in the Interview An interview is meant to be a two-way street. The hiring manager is interviewing you to determine whether you're the best fit for the job. At the same time, you should be asking questions to determine whether you would be happy in the position or with the company. But once nerves take over, it's easy to forget your role. After all, you're meeting on the employer's schedule in an unfamiliar office. After listening to the interviewer's monologue about the company and role, you're asked a barrage of questions about your background and future plans " all the while praying that you're delivering the "right" answers. By the time the employer asks if you have any questions, it's easy to be so drained and nervous you can only stammer out, "Nope." Not asking questions, however, is passing up a chance to stand out from the competition. "This is a great opportunity to set you apart in a positive way from other people being considered for the job," says Eddie Payne, division manager of professional staffing for recruiting firm FGP International. "Employers say they are interested in candidates who ask quality questions and make intelligent conversation based on what they know about the organization." Before the interview, prepare a list of questions that demonstrate your knowledge of the company and interest in the position. Some good topics to cover include: The company Dave Stanford, executive vice president of client services for contingency and contract staffing firm Winter, Wyman Companies suggests asking:

What do you see ahead for your company in the next five years?

How do you see the future for this industry?

What do you consider to be your firm's most important assets?

What can you tell me about your new product or plans for growth?

How do you rate your competition? The position's history Asking about why the position is vacant can provide insight into the company and the potential for advancement. According to Annie Stevens and Greg Gostanian, managing partners at executive and career development firm ClearRock, good questions include:

What happened to the last person who held this job?

What were the major strengths and weaknesses of the last person who held this job?

What types of skills do you NOT already have onboard that you're looking to fill with a new hire? The department Asking about your department's workers and role in the company can help you understand more about the company's culture and hierarchy. Stanford suggests asking:

What is the overall structure of the company and how does your department fit the structure?

What are the career paths in this department?

What have been the department's successes in the last couple of years?

How do you view your group/division/department? The job's responsibilities To avoid any confusion later on, it pays to gain a solid understanding of the position. FGP International's Eddie Payne recommends inquiring:

What would you consider to be the most important aspects of this job?

What are the skills and attributes you value most for someone being hired for this position?

Where have successful employees previously in this position progressed to within the company?

Could you describe a typical day or week in this position? The typical client or customer I would be dealing with? The expectations To determine how and when you will evaluated, Payne recommend advises asking:

What are the most immediate challenges of the position that need to be addressed in the first three months?

What are the performance expectations of this position over the first 12 months?

How will I be evaluated at XYZ company, and how often? The next steps At the end of the interview, don't forget to ask:

What are the next steps in the interview process?

Why You Need a Good Handshake Before you head out to the interview, check your suit for lint, your résumé for typos, your teeth for spinach and your hands for a firm grip. A new survey finds that all of your years of experience and the hard work you put into preparing for an interview can disappear if you extend your hand and offer a languid shake.

A dead fish handshake can be just as dooming as ripped jeans and a neck tattoo when it comes to landing a job, says the survey conducted by Greg Stewart, a business professor from the University of Iowa in Iowa City, Iowa.

Why is a good handshake so important?

Because you're being interviewed the second you walk through the door. Everything from your appearance to your body language sends signals to interviewers about you and your fit in the company. They're looking for anything to distinguish you from the pack, so they will let the handshake set the tone for the rest of your meeting.

"Job seekers are trained how to act in a job interview, how to talk, how to dress, how to answer questions, so we all look and act alike to varying degrees because we've all been told the same things," Stewart reminds. Your handshake is one of the few interview components that are unique to you.

"We probably don't consciously remember a person's handshake or whether it was good or bad. But the handshake is one of the first nonverbal clues we get about the person's overall personality, and that impression is what we remember," Stewart says.

For the survey, 98 students went through mock job interviews. Handshake raters, who did not reveal their purpose, were introduced to students and shook their hands. After the interviews, the hiring managers scored how well the job seekers performed and the handshake raters graded the handshakes separately. The scores were compared and showed that those students with high scoring handshakes were the same ones the interviewers viewed most hireable.

The correlation between handshakes and favorable impressions goes beyond an interviewer's preference for a firm grip. Interviewers perceived students with good handshakes as being more outgoing and having better interpersonal skills.

What is a good handshake?

Interviews are filled with opportunities for overthinking. Which tie exudes confidence? Which hairstyle says professional yet approachable? How early should I arrive so that I don't seem too eager or too disinterested? And now you're probably wondering just how to go about crafting the perfect handshake. Chances are you probably already know the answer.

One of the first lessons of Business 101 is to have a firm, personable handshake, and that's exactly what interviewers favored. The handshake that received the best responses involved a strong grip, maintained eye contact and deliberate pumps up and down. A lazy handshake makes you appear disinterested, sort of like a five-fingered yawn. If you're overzealous, however, it's distracting and annoying.

On your next interview, as you walk into the room and flatten the creases in your crisp suit jacket, remember to give the same attention to the hand you're extending.

Turning Job Hunting Into 'Job Getting' Often, when job seekers come across job ads that interest them, they immediately submit their résumés and cover letters to the employers. Then they wait, wondering if their submission will develop into an interview opportunity or if it will slip into a black hole and never resurface again.

Unfortunately, this process is one of the least effective ways to achieve momentum in the job search, says Richard Deems, Ph.D., co-author of "Make Job Loss Work for You."

Instead, he encourages individuals to work through his five-step Deems JobGetting SkillsTM System to ensure their job hunting progresses into job getting.

"This system takes an entirely different approach from what job seekers may have been taught in the past," Deems says. "It starts with a simple difference: Before applying for a position, job seekers should find out as much as they can about the position to see if they're interested in doing what needs to be done. Of course, people who do this won't apply for as many positions as does the typical job hunter. But then, why should they waste time and energy on something they don't really want in the first place?"

Below are the five steps Deems says job seekers must take to achieve success, no matter what level position, occupation or industry they are targeting.

Step one: Research the position
"When you hear of a position that interests you, contact the person who has the authority to hire you," Deems says. "That's really the only person you want to get in front of. You tell that person that you understand he or she may have a position open, and if so, you'd like to talk about their needs in detail."

If the job ad fails to name the appropriate person to reach out to, job seekers can call the company directly, look at the company's Web site or browse articles and blog posts on the Internet about the employer.

Deems says job seekers' goals in this step should be to:
· Get their name to the decision maker.
· Learn more about the position than other candidates will know.
· Decide whether this is a position they want to pursue.

Step two: Research the organization
Before they apply for a position, job seekers should know a great deal of information, including the organization's history, products or services, past mergers or acquisitions, locations, environment and key leaders.

To gather this information, Deems suggests that job seekers:
· Ask the decision maker to send them a copy of the annual report or other pertinent material about the company (if it's not available online).
· Use the Internet to research the organization. Visit Web sites such as the company's press room, investor relations links and blogs.
· Use their network (both offline and online) to find someone already in the company. Ask that person what he thinks of the company -- pros and cons.

Step three: Evaluate your strengths and interests
"After you've explored the position and the company, you need to stop, evaluate and make a decision," Deems says. "Does the job call for what you do best and most enjoy doing? Will the workplace environment enable you to be your best? Do you want the job or not? One way to evaluate the position is to chart it out, listing your criteria for selecting the position and how this opportunity fits your criteria."

Step four: Design your positioning strategy
Next, job seekers should contact the key decision maker in the hiring process and let that individual know they want to be considered the top candidate. Then, job seekers should ask what they need to do to make that happen.

Often, the decision maker will simply ask to see the job seeker's résumé, but job seekers can do more to ensure they stand out from other candidates, Deems says.

"Your positioning plan needs to go beyond the résumé. You need to do things that will keep your name in front of the decision maker, even as that person is reviewing other résumés. To do this, you might need to follow up on your résumé, ask someone in your network to make a call on your behalf and so on. Also, take time to write down what steps you need to take," he explains.

Step five: Implement
Deems says job seekers should do three things when they're ready to implement their positioning plan. They are:
· Assemble your application package according to the instructions of the person who has the authority to hire you.
· Deliver your package in person, if possible. If you cannot deliver your application in person, send it via e-mail or regular mail -- or both.
· Follow up. Wait two or three days for the employer to receive your application package; then call to ensure it was received. At that time, have questions prepared to ask the hiring contact and also try to arrange a time to sit down and talk with him or her in person.

Some of these steps may intimidate job seekers at first, but it's a proactive and effective way to achieve results in the job hunt. "The candidates who are out on the streets meeting and talking with people are the ones who maintain their energy and confidence," Deems says. "Those who sit back at home and merely mail out their résumés are often those who get discouraged. Sure, they'll eventually get hired. But the process is likely to drag on much longer than it needs to, and the position may be less satisfying than it could be."

Do References Really Matter? The importance of references seems to be a hot topic these days. Employers want to make sure they are hiring the right person for the job; but some thwart the process because checking references can be labor-intensive. On the other hand, job seekers provide references they know will give a glowing report, but employers are getting smarter and finding references you didn't provide.

So, what's the deal? Do references matter? Do employers even check them anymore? What's the protocol for providing them to a potential employer? Who are the best people to include as references? And, if an employer doesn't call any of your references, is it a bad sign?

While the definitive answer to any of these questions depends on the employer, overall, yes, references do still matter. The process has just changed.

"References play a huge role in the hiring process, perhaps now more than ever," says Heather R. Huhman, founder and president of Come Recommended, an online community that connects internship and entry-level job candidates with employers. "Oftentimes, hiring managers fall in love with a candidate on paper and then again in an interview, only to find out through a reference check that none of their previous employers would ever hire them again. By checking a candidate's references, hiring managers save themselves the frustration of hiring a person who is not a good fit for a company. In this economy, where hiring budgets are slim, every hire must be a great fit."

Provided references are no guarantee

Though the majority of employers do check references, others skip this step. Not only is it labor-intensive to check references for people who might not be poised for a job offer, but Jack Harsh, adjunct professor at the University of Richmond Robins School of Business, says that many employers worry about the risk of liability in rejecting a candidate based on poor references.

"[Hiring] decisions cannot be based on information that is discriminatory in nature, so to avoid any liability, the checks are forgone," Harsh says. "Sadly, the first reference the employer gets in such cases is from colleagues after employment has begun."

Steve Langerud, director of career development at Depauw University, adds that sometimes, the quality of references is benign.

"Everyone wants to be helpful and supportive to former employees, but in the end, they offer little substance to a new employer," he says. "Legally, they are limited by what they can or want to say about former employees. I think the old formal system of references is dead in most professional fields."

Langerud warns that just because an employer isn't checking personal references the traditional way doesn't mean he isn't checking references at all.

"Employers are more likely to check the informal, but tangible, behavioral reference sources like LinkedIn, Facebook, credit history [or] criminal history than the more subjective references provided by candidates," he says. "Candidates should be much more intentional about crafting a professional identity that serves the role of a 'reference' but within the context of the work, profession and colleagues you seek to engage. It eliminates the weaknesses inherent in the old style of references that become so watered down they are useless."

Making the right choices

The last thing you want to do is give an employer useless references, but many job seekers make the mistake of not taking the time to thoughtfully choose the right people to speak on their behalf, says Elaine Varelas, managing partner for Keystone Partners, an outplacement and talent management consulting firm.

"You want people who can speak to your role as a professional, not as a nice neighbor," Varelas says. "Candidates can make their references count by prepping them to discuss their specific skills as they relate to the job and the impact they brought to the job, which can be just the differentiation needed in this highly competitive market."

Harsh agrees that when he receives a résumé with references attached, he gives them virtually no weight.

"They seldom are specific to the role my company seeks and are not meaningful in considering qualifications or traits of successful candidate," he says.

Finally, when it comes to protocol for submitting references, the process has changed as well. It used to be that applicants sent them in with their other application materials, but now, Varelas says, you should wait to provide references until you are asked.

"Most companies do not want your references until the end of the process and they will let you know when to provide a list of names and contact information. Do not send written references," she says. "These do not offer the highest impact as they are not specific on how you will fit into the job you are pursuing. It is better to spend your time preparing your references for the kinds of questions they will be asked, and what they can do to help you close an offer."

Helpful hints

Harsh, Varelas and Langerud offer these 10 tips to ensure you do everything right when it comes to providing references:

1. Include references only when requested by an employer.

2. Carefully consider whom to provide after discussion with the prospective employer. The time to check references is before an offer is made, but after the candidate is either the final candidate or among the final few for the job.

3. Seek references from people who actually know you and your work. Ask for permission to list them as a reference.

4. Ask directly if they can provide you with a positive reference for the position(s) you are seeking. If they hesitate, move on!

5. Prepare your references about who will be calling them and what to focus on when talking about you. Always ask them to call you after they have been called.

6. Prepare your references to speak consistently about your skills, but not identically. Suggest a different highlight for each person. Have 100 percent confidence in what they will say and how they speak about you, or cross them off the list.

7. Provide accurate contact information about your references, and ask your references how they prefer to be contacted (e-mail, phone, etc.).

8. Let your references know what happens to you and the position(s) you applied for. Thank your references.

9. Prepare a LinkedIn site to demonstrate your skills and interests.

10. Participate in professional blogs to create a history of professional involvement in your field that is independent of your work history.

10 Types of Interviewers Interviewing for a job comes with several question marks. What do I wear? How should I answer this question? How long will this take? A good job seeker prepares. Take your suit to the cleaners. Think about your answers. Arrive for the interview in plenty of time.

But the one factor that can throw everything off is the type of interviewer you get. When you sit down at that table, the interviewer's line of questioning and attitude will change what you say and how.

To give you a little extra help, here is a list of 10 types of interviewers you might encounter and how to deal with them.

1. Your best friend
What to expect: Too much of everything. You walk in the door and the handshake is a little too enthusiastic. The smile is too wide. The conversation is too personal. It's all just too much. This interviewer treats you like a best friend, which is nice, but this style is unnerving because you want to be relaxed without forgetting that you are still on an interview.
What to do: Take this approach as a cue that you can be a little less rigid in the interview because the best friend doesn't want an uptight employee. Just remind yourself that the interviewer can be more casual than you because he isn't the one interviewing for the job. Show the interviewer that you're relaxed, but stay professional and don't act like you're actually good friends -- stories about wild parties and your personal life don't belong in the conversation.

2. The interrogator
What to expect: Question after question after question. The interrogator doesn't come to the interview ready for conversation. He has a list of questions to fire off and you had better be ready to answer them. Don't expect to receive a lot of helpful feedback to gauge how you're doing. Just expect more questions.
What to do: Watch episodes of "Law & Order" to prepare. You're going to feel defensive the entire time and might walk away from the interview feeling as if you did something wrong. Once you realize that your interviewer is going to lambaste you with questions, just focus on answering them and don't obsess over reading his reaction. You can try to initiate conversation with a few of your answers, but don't be surprised if those efforts fail. This interviewer wants to hear your answers and see how you handle yourself, so staying calm is the best approach you can take.

3. The one who has better things to do
What to expect: An interviewer checking her e-mail, looking at you but not paying any attention to what you say. Some people are forced to participate in the interview process even if they have no interest in doing it, so don't take it personally.
What to do: Answer the questions and be friendly. Try to hold conversations with this distracted interviewer and hope you can win her over -- hey, it can't hurt to have someone who likes you. But this interviewer either made up her mind before she walked into the room or doesn't intend to give much feedback about you, so do your best but don't take her disinterest personally.

4. The inappropriate one
What to expect: Cold sweats because you don't know what to do or say. Every once in awhile you will encounter an interviewer who doesn't understand limits. You might hear an inappropriate joke, a personal story that should be reserved for a therapist or a question that delves too deeply into your life. This interviewer probably isn't trying to be inappropriate; he just has no concept of boundaries.
What to do: Stay in your comfort zone. Just because this interviewer is ready to cry on your shoulder, don't feel pressured into doing the same. Answer what you want to answer and try to steer the conversation back to pertinent topics, such as the job requirements or your qualifications. The interviewer probably won't realize how off track he is and will follow your lead. Of course, if you think the questions cross a line, then you want to get out of there ASAP.

5. The rule follower
What to expect: Every interviewing tip you've ever been told. Just like some students never imagine skipping a day of school or not doing homework, some interviewers can't imagine going outside of traditional business interviewing protocol. Boring questions and a stoic demeanor are this interviewer's best friend.
What to do: Be the best interviewee you can be. Do you know what your biggest weakness is? Do you know how to give the perfect handshake? Do you plan on wearing a conservative shirt under your jacket? You had better, because these by-the-book practices will earn you high marks.

6. The joker
What to expect: A comedy routine. Some interviewers have such a good sense of humor that they can't shut it off even when they need to. You'll answer a question and you'll receive a sarcastic comment or a funny aside. This approach isn't inherently bad, but it can confuse you because you're not sure if the interview has even begun.
What to do: After a few minutes, you'll realize that your interviewer is a joker. If this personality bugs you, you probably won't like working for the company. If it doesn't bother you too much, then try to play along. Joke back and show that you have a personality. For some interviewers, your résumé proved your qualification; the interview is their chance to see if you fit in with the gang.

7. The weirdo
What to expect: Strange behavior. We all know odd people, but we often forget that these odd people hold day jobs. And some of them are bosses or hiring managers who conduct interviews. Therefore we shouldn't be surprised when we're interviewed by a peculiar person who has macaroni art hanging in her office or who asks, "Who is your favorite member of the A-Team?"
What to do: Just go with it. Unless the weird factor transitions into creepy or offensive, you should just answer the questions and ignore oddities. If the questions and rapport are professional, but the interviewer is working on her origami, stay focused on the interview. She probably has no idea she's doing anything strange and is paying attention to you.

8. The no-nonsense one
What to expect: Tough love. This interviewer doesn't believe in sparing your feelings. He's honest and will waste neither his nor your time.
What to do: Brace yourself. This interviewer will say that he's not sure you're qualified or that he fears you won't fit in with everyone. Prove him wrong with evidence that you are perfect for the job. He won't respect someone who cowers, so be just as firm with him.

9. The blank slate
What to expect: No feedback. The blank slate is an interviewer whose face remains unchanged for the duration of the meeting. You won't see any hint that the interview is going well – or badly.
What to do: Don't try to break the interviewer's façade. If you spend the interview looking for clues that you said the right or wrong thing, you'll be miserable. Answer the questions, be yourself and stay composed. Your instinct will be to think that you're bombing, but you never know with the blank slate, so don't let yourself analyze the situation too much.

10. The mafia
What to expect: An intimidating group. Every group interview is an ordeal. The interviewers might be lovely, horrible or a mix, but you still have several sets of eyes staring at you.
What to do: Try to relax. That seems like impossible advice, but it's the best approach. When you have multiple interviewers, you will see several types of interviewers, so you can't try to please everyone. Try to be yourself and find the interviewers that seem the most responsive to you. When you see someone nodding in agreement or maintaining eye contact, you'll feel more at ease and the nerves will begin to disappear.

4 New Ways to Job Hunt You've probably had one or several bosses who told you to "think outside the box" and "come to me with solutions, not problems."

So if you're unemployed and competing with a record number of job seekers in today's economy, you can't help but think that flashy and outrageous is the way to get noticed. And maybe it is for some people, but not everyone is willing to stand at a busy intersection wearing a sandwich-board sign that says, "Hire me!"

Where does that leave you, a job seeker who needs some way to make your résumé look more attractive than the 50 other ones in the stack?

Fear not: The rules of job seeking are in constant flux, and employers are looking for an impressive candidate, even if his or her credentials are unorthodox. The following are some examples of what other job seekers are doing to get an edge over other applicants.

1. Start a blog
Doesn't it seem as if everyone and their mother has a blog these days? Except you, that is.

Find a subject you're knowledgeable about and start writing. Compose articles that illustrate your command of the topic and that can serve as resources for someone. Over time you'll accumulate an impressive collection of work, says Lauren Milligan of ResuMAYDAY, a company that helps job seekers craft résumés.

"It doesn't really matter what type of job you are seeking; there is always an angle that will interest people," Milligan says. "If you are a financial manager, write about how a family's investment strategy should change during a recession, or how to research an investment opportunity to avoid the next Bernie Madoff. If you are an administrative professional, write about time-management strategies or online tools that help you through your day."

She stresses that you don't have to be looking for a writing job to get an employer's attention.

"Doing this will let potential employers know that you are engaged at an expert level and will gain insights into you as an employee that won't be available to other candidates," Milligan says. "It will also let employers know that you are comfortable with online tools. In other words, this is a great way to gain a competitive edge."

2. Facebook / LinkedIn / BrightFuse
Even though social networking isn't the technology fledgling it once was, it's still new on the scene in terms of job seeking. We hear about people who get caught lying on their Facebook profiles, but people are getting hired via networking sites, too. You can use your education and work history fields to create a new form of résumé. Search your friends list for valuable contacts or join professional networks that can help you find a job or at least get the word out that you're looking.

"Technology doesn't replace the networking step of the job search, but it can certainly make it easier and faster," says Lynne Sarikas, director of the MBA Career at Northeastern University's College of Business Administration. "Social networking sites can help you identify appropriate contacts for networking."

3. Twitter
On Twitter, which is a different kind of networking site, you can leverage contacts in the same way, only you can Tweet about your job hunt and people can stumble upon your profile more easily.

Your profile or Tweets can link to your personal site, whether it's an online portfolio or blog. Not only will you make new contacts, but you'll also have a larger audience viewing the hard work you put into your site, which can impress a potential employer.

4. Virtual career fairs
If you dislike the idea of taking your suit to the cleaners and finding a sitter for the kids just to head out to a job fair, then stay at home and go online.

"[Virtual career fairs are part of] a growing trend among employers looking for a new, cost-effective way to recruit high-quality talent as well as tech-savvy job seekers," says Jennefer Traeger, who works with Unisfair, a virtual job-fair provider. The global aspect of virtual fairs removes geographic obstacles that otherwise complicate job searches.

Preparing for Your 2010 Job Search The good news: You have a job. The bad news: You'd like to find a new one, and the current state of the economy has undermined your efforts.

You don't have to wait out the storm. You can take steps to prepare for your job search. By laying the groundwork now, you'll be well-positioned once the job market recovers, giving you a valuable edge.

Following are five tips to get you started:

1. Update your résumé. The most essential element of any job search is an up-to-date résumé. If you haven't touched your résumé in awhile, dust it off and make sure it highlights your most recent skills, areas of responsibility and accomplishments. Taking a little time over several weeks to work on this document is better than rushing to complete your résumé all at once. Keep in mind that this draft of your résumé will serve as a starting point. You'll want to customize it to each position for which you apply.

2. Keep your profile current. Your professional profiles on networking Web sites such as LinkedIn and Facebook serve as an informal résumé for recruiters, who are more frequently using these sites to locate talented candidates. Make sure your profile is complete and current. Also, consider taking advantage of the extra features many of these sites offer. For example, LinkedIn allows you to secure recommendations from members of your network for display on your page. Adding a few to your profile can help you stand out from the crowd.

3. Put your best digital foot forward. In a competitive job market, a polished professional reputation -- both online and off -- can make or break someone's chances of landing a coveted position. As a result, it's important to get a sense of your digital footprint, or the presence you have on the Web. Building a strong reputation online, or remaking a poor one, can take some time.

Start by searching for yourself on several search engines. If you discover unflattering information, such as an embarrassing picture from a college trip to Mexico, remove it or ask the person who posted the information to do the same. You also should adjust your privacy settings on social networking Web sites to ensure that personal details or photos are available only to the people you select.

4. Make new friends. The best time to expand your network of business connections is when you don't need a job. Reaching out to new contacts now allows you to nurture the relationships. Maintain regular communication with your contacts and offer your assistance as necessary. When you launch your own search and you're in need, they'll be willing to return the favor.

5. Prepare your references. You'll need several people with whom you've worked to sing your praises to prospective employers when your search begins. So why not start identifying and reaching out to these contacts now?

Although most hiring managers ask to speak to three to five individuals, you'll want to prep more people than this. Like your résumé, your reference list should be customized for each opportunity. That means you'll want to be able to call on people who can speak to several different aspects of your career -- for example, your work ethic, management skills or ability to work with diverse audiences.

Check in with former managers and peers to ask if they would be willing to recommend you if contacted by a hiring manager. If it's been awhile since you've connected with a potential reference, arrange to meet for coffee or lunch, or send a note along with an article you think the person would find interesting. Let each person know you'll contact him or her if a prospective employer has requested your references.

Although you can't control the economy, you don't have to be a passive observer. By preparing for your entry into the job market now, you'll be ready to take advantage of new opportunities as soon as they arise.

Your Bad Attitude Could Be Hurting Your Job Search Imagine you're a hiring manager, and you receive a cover letter from a job seeker that begins: "I am tired of writing cover letters." Rather than pick up the phone and call the person in for an interview, you're likely to discard the application.

You may be surprised to learn that the example above is real, and this applicant isn't the only one to inappropriately complain to a prospective employer. Here are some additional examples:

· "Argh! I hate job hunting!"

· "Life isn't fair. I should get paid for looking for a job."

· "I have received zero replies from my résumé. It's not me, though. I know that for sure."

While nearly everyone can understand the frustration of a prolonged job search, it's a big mistake to let your negative feelings show. Indeed, remaining positive can help you get hired. Employers want to hire people who are passionate about their work, relate well to others and aren't easily deflated by setbacks.

Here are some guidelines for conveying the right attitude to hiring managers:

When in doubt, leave it out
One individual who applied for a job wrote: "I'm not lazy, but given a choice between working for someone else, following orders and waking up to that awful sound of an alarm clock or doing what I want to do -- wouldn't any intelligent human being choose the latter?" Although few would be as blatant as this person, any amount of venting is likely to turn off a hiring manager. Make sure the focus of your résumé or cover letter remains on your qualifications. Specifically, what needs does the firm have, and how can you help fill them?

Be a team player
Another candidate had this to say: "I have a problem with dress codes. It will be difficult for me if I need to wear a formal button-down shirt for work because I don't have many of those types of clothes since I dress cool." Such candor didn't do him any favors because he was perceived as someone who has trouble following rules and interacting with colleagues who may have different opinions than his own.

The simple truth is that people want to hire -- and work with -- people who are easy to get along with and low-maintenance. Don't appear difficult by outlining your pet peeves. This extends to the interview as well, especially if it's over lunch: Don't give an overly complicated order; instead, make your requests simple.

Show your enthusiasm for the position
One company received a résumé from a job seeker who said simply, "I've never been all that excited about working." With an attitude like that, you can bet the business wasn't too excited about the candidate, either. Employers want to hire professionals with a true desire to work for their firms. Demonstrate your passion for the position by researching the employer before submitting your application and noting how your skills can meet the company's unique needs. For example, you may learn that the company is opening a new office in your area. Your experience helping to launch start-up operations could be valuable to the organization.

Impress in person
If you're called in for an interview, remember your enthusiasm -- or lack thereof -- will show during the meeting. Simple steps, like offering a firm handshake, sitting up straight, smiling and maintaining eye contact with the interviewer, will showcase your positive attitude. Small shifts in body language, like tapping your foot impatiently, or tone, such as sighing under your breath, can undermine your efforts to make a good impression.

Check in with others
If you've hit a roadblock in your job search, it might be worthwhile to get an outside perspective about how you're presenting yourself. Ask someone whose opinion you trust to review your résumé, cover letter and any other materials you will be submitting to hiring managers. A subtle negative tone can sometimes seep into your application materials without you noticing.

A job search can be challenging even in a good employment market. If you're feeling discouraged and having trouble getting motivated, share your frustration with close friends and family. Not only can they provide a good shoulder to lean on, those you know may have faced similar challenges themselves and be able to provide valuable advice for keeping your head high.

6 Ways to Build a Glowing Reference List In today's competitive job market, those seeking employment need to do everything they can to distinguish themselves from the competition. A less-than-glowing reference can set you apart in the wrong way.

When our company asked executives to describe the most unusual reference checks they'd conducted, the responses included someone whose mom recommended her for the position and a job candidate whose reference said the applicant didn't like the industry in which she was trying to get a job.

Following are some suggestions for assembling a reference list that works for you, not against you:

1. Don't ambush your connections
Make sure the people you name as references are aware of this and are comfortable speaking on your behalf. For example, one respondent in the survey talked to a reference who starting laughing because he couldn't believe he was listed as a referral. Another reference had never heard of the job candidate he was asked to comment on. You don't want hiring managers to be greeted with these types of responses.

Before you submit a reference list to a prospective employer, provide each contact with an updated copy of your résumé and describe the company and position you've applied for, as well as the name of the person who will likely be calling. Contacting references beforehand will also allow you to make sure each individual is enthusiastic about your request; those who quickly return phone calls and are excited to speak about your capabilities make the best impressions on hiring managers.

2. Choose wisely
Just as you would adjust your cover letter and résumé for each position for which you apply, it's also a good idea to customize your list of contacts. Consider which of your references can best discuss the traits and qualities you possess that directly relate to the job. Such individuals won't necessarily possess the most impressive job titles. If you're applying for a management position, for example, it's helpful to provide contact information for a previous supervisor and someone you managed.

3. Remember, it's a small world
Some employers may go the extra mile to learn more about you, and social media sites can make such detective work easier than in the past. You should not only avoid burning bridges with former colleagues but also be selective about who's in your online network since a hiring manager could contact these individuals. Because of this reason, you may consider relying on different services for your personal and professional networks. For instance, you might use LinkedIn for business purposes and Facebook for personal ones.

4. Go the extra mile
Make it easy for an employer to speak to your references by providing clear contact information for each individual, including the person's name, phone number and e-mail address. You might even note the best time of day to reach him or her.

5. Tell the truth
One of the executives surveyed by our company spoke to a reference who said the job candidate didn't do the work he claimed to do during the interview. Another reference told an executive that the applicant didn't work for a firm she listed in her employment history. Hiring managers are bound to find out if you stretched the truth during the hiring process, so resist any temptation to be less than honest about your experience -- and make sure your references are forthright, too.

6. Say thanks
Even if a reference doesn't end up speaking to a hiring manager on your behalf, thank that person and keep him or her updated on the status of your search. If you are hired, be sure to send a thank-you note or even a small gift to your references. Also remember to not let the relationships go dormant until you're on the job hunt again. Keeping in touch with your references, even after you've settled into a new job, can help you maintain a solid network of professionals who can assist you in various ways throughout your career.

High School Diplomas vs. GEDs: Do Employers Care? For most Americans, school is a large part of your life. From the time you turn five until the time you're 18, you've probably spent thousands of hours in a classroom. Although the common path is to move from elementary school to high school and then decide what to do next, many students take a different route.

As anyone knows, life often has its own idea about how your plans should go. Some students leave school because they need to help with the bills, they start a family or school doesn't seem like the right option for them at the time. Whatever the case, they can always return to high school or they can earn their GED®, which stands for General Educational Development.

According to the U.S. Census Bureau, 12.8 million people over 15 have a GED, which proves that a significant amount of people are opting to take a different path. This large number of people with GEDs also means that more employers are faced with job seekers with backgrounds that don't fit the traditional model. Still, plenty of people are left wondering whether or not their decision to opt for a GED will come back to haunt them.

How can a GED impact your career?
Brett Yardley, a marketing and communications specialist for MAU Workforce Solutions, has helped recruit many job seekers, including many who have GEDs. In his experience, many employers focus on whether or not you made the effort to complete your education at all.

"The biggest difference is degree -- GED or high school diploma -- versus no degree," Yardley explains. Employers want to know they're hiring someone who can complete a goal they've set for themselves. "In our experience with trade skills and labor positions, GEDs are typically considered an equivalent of a high school diploma and rarely have any impact on job seekers. Years of relevant experience or technical skills usually become the deciding factor. Proof of the degree is all that's required. It's when a job seeker doesn't have a GED or a high school diploma that employers move on to the next applicant."

The case isn't quite the same when you move from the labor positions into specialty areas.

"Job seekers for professional [or] specialty positions rarely, if ever, show GEDs," Yardley says. "A GED may raise questions in the mind of hiring managers for this type of work due to the perceived stigma that GEDs are somehow less than high school diplomas," Yardley explains. "In our experience, if individuals with GEDs are applying for professional type work, they leave any references to their GED off their résumé. At this level, bachelor degrees and above are typically the deciding factors, with high school diplomas and GEDs as more of an afterthought."

The good and bad of a GED
A GED can mean two different things to employers, depending on the context, says Maya Frost, author of "The New Global Student: Skip the SAT, Save Thousands on Tuition, and Get a Truly International Education."

"What matters most is not whether you earn a GED or high school diploma but whether you use the GED as a way to advance or to catch up," Frost says. "The GED can be a very powerful tool as part of a strategy to begin college early. For those who want to blast forward, veering off the SAT/AP/GPA path and taking the GED at 16 may be the smartest move they can make."

That doesn't necessarily bode poorly for anyone who earns a GED for any reason other than to jump start college. It does mean, however, that employers are always looking for job candidates with ambition and commitment.

"[Workers] who earn a GED after the age of 18 are viewed far less favorably by employers. Unless you have a few college courses or exceptionally relevant experience under your belt, a GED may be seen as an indication of a lack of ability or follow-through," Frost warns.

Therein lies the trick for anyone with a GED. If you can continue your education in any capacity, you'll have the ability to frame your educational narrative and not let employers make their own assumptions.

Career adviser Megan Pittsley decided to forgo the usual four years of high school in order to start her college career early. Now, she not only has an associate degree, but she also has a successful career and has nearly completed her bachelor's degree.

"In my experience as a job seeker, recruiter and career adviser, I would say that as long as you continue to further your education beyond high school, it doesn't matter whether you formally graduated or received a GED," she says.

You don't have to earn a bachelor's or even an associate degree to show that you're serious about your education. You can take relevant courses that will help your work or get an appropriate certification. Whether it's a foreign language course or a public speaking seminar, you can show that you possess a serious commitment to education, and therefore a future employer.

Five Ways to Ask for a Raise Lately, the office hallways have been unusually quiet, and you've noticed a few more empty desks in your department. You and your colleagues have taken on new projects within the past year, but the workload has been manageable and the assignments engaging -- definitely nothing worth making a fuss about. Team dynamics are great, and your supervisors are supportive. So, why are your co-workers jumping ship?

Research shows they could be moving on to greener pastures. According to the 2008 Salary Guides from Robert Half International, average starting salaries are increasing for many positions in the finance and accounting, administrative, technology, legal, and creative and marketing fields. Some job candidates with in-demand skill sets are even receiving multiple offers as companies compete to secure the best talent.

With this in mind, there's a good chance you could be due for a raise. While you don't have to quit your current position to fatten your paycheck -- especially if it's one you enjoy -- you do have to speak up.

Here are some steps you can take to obtain the raise you deserve:

Build your case.

Your desire to move into a new condo or goal of paying off student loans are not valid reasons for a higher salary. Instead, you must demonstrate a compelling business reason for being paid more. Document all your responsibilities to date, focusing specifically on how your efforts have helped the company achieve its objectives. For example, perhaps you helped redesign a website that increased traffic and sales by 15 percent or took on additional responsibilities to save others time. Gathering concrete data, and being able to present this information in an organized manner, is critical to positioning yourself as a valuable asset to your employer.

Research the going rate.

It's always a good idea to investigate what others in your area and with your qualifications are being paid before approaching your boss for a raise. Online services, such as CBsalary.com and the U.S. Department of Labor's Occupational Outlook Handbook are excellent sources. Complimentary publications, like the Robert Half Salary Guides, also provide compensation figures for a variety of jobs in various industries. Estimating your worth on the open market will ensure you don't under- or oversell your services.

Build your case over time.

Despite his or her best intentions, your boss may not be aware of the many projects you're involved with. To prevent your achievements from being overlooked, consider providing your manager with a weekly status report that summarizes the assignments you're working on and have recently completed. A record of consistent performance can bolster your case for a raise.

Time it right.

While the most logical time to discuss a raise is during your performance review, it could be advantageous to speak with your supervisor about the issue before your next evaluation rolls around. For example, you might broach the subject with your boss after you've successfully completed a major project. Just be sure to schedule the meeting at a time when you know he or she won't be overwhelmed with deadlines.

Prepare a 'Plan B.'

If a pay raise is not in your employer's budget, consider negotiating other benefits, such as more vacation time, a flexible schedule or a larger performance-based bonus. If these requests are denied, ask your boss how to best position yourself for a future raise and arrange a date for a follow-up meeting to discuss your progress toward this goal.

Like any negotiation, securing a raise requires preparation and finesse. Taking the time and effort to craft a compelling case and make your value to the company clear will help you increase your chances of getting paid what you're worth.

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