Find Me Job: Getting Ahead

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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.

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.

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.

10 Things that Scream, "Don't Hire Me!" You just don't get it. You've applied to numerous jobs, been to countless interviews and made several new contacts in your network -- yet here you are -- still sitting on the unemployment list. What gives?

Well ... have you ever stopped to consider that what gives might in fact be ... you?

It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently -- inadvertently -- raise red flags to hiring managers that immediately scream, "Don't hire me!" But, it might not be entirely your fault.

"Most companies don't give direct feedback about areas people are weak in while they are employed. They are enabling poor performance and lack of accountability," says Tom Gimbel, president and CEO of The LaSalle Network, an executive recruiting firm in Chicago. "The same mentality exists when people interview. They feel they did 'great' on the interview and never look at themselves for if they feel that the interviewer was looking for something different."

Not sure if you're unknowingly blowing your chances at scoring your dream job? Here are 10 red flags to be wary of during your next job hunt:

Red flag No. 1: You don't have any contact information on your résumé

When you're crafting your résumé, you should focus on highlighting relevant skills and accomplishments that are in line with the position for which you are applying. But what good is an impressive résumé if hiring managers have no way to get in touch with its owner? If they can't find you, they can't hire you. Always provide a home address, phone number or e-mail address so employers can get in touch with you easily.

Red flag No. 2: You have long gaps between jobs on your résumé

Even if your long departure from the work force is valid, extended lapses of unemployment might say to an employer, "Why weren't you wanted by anyone?" Gimbel says. Anytime you have more than a three-month gap of idleness on your résumé, legitimate or otherwise, be prepared to explain yourself.

Red flag No. 3: You aren't prepared for the interview

There are many ways to be unprepared for an interview: You haven't researched the company, you don't have any questions prepared, you didn't bring a copy of your résumé, etc. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.

Red flag No. 4: You didn't provide any references

By omitting references in your application, employers could infer that you don't know anyone who has any positive things to say about you -- when in fact, you just forgot to provide them with people who can vouch for you. No references also shows employers that you aren't prepared for people to call them, Gimbel says. Always make sure the hiring manager has at least one person to contact who can speak on your behalf.

Red flag No. 5: You only have negative things to say about previous employment

We know how tempting it is to want to tell anyone who will listen how much of a (insert expletive word here) your old boss was -- but a hiring manager for a coveted job is not that person.

There are hundreds of ways to turn negative things about an old job into positives. Thought your last job was a dead end? Spin it by saying, "I felt I had gone as far as I could go in that position. I'm looking for something with more opportunity for advancement." Couldn't get along with your co-workers? "I really need to work in an environment where I feel like I'm part of a team and my last position didn't allow for that kind of atmosphere."

Red flag No. 6: You've held seven different jobs -- in the past six months

Job hopping is a new trend in the working world. Workers are no longer staying in a job for 10-20 years; they stay for a couple and move on to the next one. While such a tactic can further your career, switching jobs too often will raise a prospective employer's antenna. Too many jobs in too little time tells employers that either you can't hold a job or you have no loyalty, Gimbel says. Pick and choose the jobs you include on your résumé or prepare to explain yourself.

Red flag No. 7: You give inconsistent answers in your interview

One tactic hiring managers use during the hiring process is to ask you the same question in several different ways. This is mostly to ensure that you're genuine with your answers and not just telling an employer what he or she wants to hear. Keep your responses sincere throughout the entire process and you should be good to go.

Red flag No. 8: You lack flexibility

Most people know what they want in a job as far as benefits, compensation, time-off, etc. If you're unable to be flexible with some of your (unrealistic?) expectations, however, you're going to have a difficult time finding a job. Have a bottom line in terms of what you want before you start the hiring process and be willing to bend a bit if necessary.

Red flag No. 9: Your application was, in a word -- lazy

Only doing the bare minimum of what's asked of you won't get very far -- in life or in your job search. Applying to jobs with the same résumé and the same cover letter (or none at all) is pure laziness. And as Gimbel points out, if you won't spend extra time on yourself and your application materials, you sure as heck won't do it for a client.

Red flag No. 10: You lack objective or ambition

If you have no long-term goals, then you really have no short-term goals either, Gimbel says. "Long-term goals may change, however you need to have some concept of where you want to go." Know where you want to go and how you plan to get there. Otherwise you seem unfocused and unmotivated, which are two big no-no's for an applicant.

Hundreds of Applications and Still No Job? Here's how every job seeker secretly hopes his or her search will go:

8:00 a.m. You see an ad for the job of your dreams: close to home, makes use of your skills, offers the right pay.

8:05 a.m. You apply for the job.

8:07 a.m. The hiring manager, out of breath, calls you. "We must have you. The CEO said to pay whatever you ask for -- we need you on our team ASAP!"

8:10 a.m. After you give your demands (a high salary and access to the company jet), you're faxed the job offer.

8:15 a.m. You head out the door to your first day of work.

In reality, the process takes a few weeks or months longer, and you probably won't get every single perk you want. Along the way, you don't hear back from the companies you think are perfect matches for you, and it takes weeks to get an interview after sending in your application.

You probably spend a few days (at least) wringing your hands over whether or not you'll ever find a job. No matter who you are and what industry you're in, anxiety is just part of the process. But everyone has a different breaking point, and after so many résumés, you're bound to start asking, "I've sent out hundreds of applications -- why isn't anyone hiring me?"

Here's a checklist for you to review so you can either put your mind at ease ("It's not me; it's them") or revamp your searching technique ("Well, it might be me"). Maybe the factors slowing down your job hunt are not under your control. But it doesn't hurt to double-check.

1. Location
Before you start blaming yourself for not getting any leads, take a look at your surrounding area. Not all cities have the same job market. A dearth of construction jobs in a northeastern suburb might be the polar opposite of the situation in a southwestern boomtown. Whether or not you want to or can relocate for your job is a personal matter, but you should consider the unemployment rate of your region when assessing how your hunt is going.

2. Which jobs
When you look at how many applications you've sent out and how many you've heard back from, you might want to divide the list into two columns: jobs you expected to get and jobs you applied for on a whim.

Many job seekers decide to send out applications for jobs they know they're not qualified for, whether they just want a paycheck or they think it would be fun to try a completely unrelated field -- even though they know the odds of getting a call are slim. These Hail Mary passes are perfectly acceptable, but don't consider their failures to be, well, failures. The jobs that align with your experience, education and skills are the ones that should be the gauge of your success.

3. The résumé
Here's where a lot of things go wrong. That one piece of paper, digital or hard copy, causes a lot of problems. Here's a quick rundown of what you should check:

· Is your contact information (including your name) listed so the employer can call or e-mail you?

· Did you target the content to the job posting? Use the same phrasing, list experience that correlates to the requirements and give specific examples of achievements that will intrigue the employer.

· Did you attach the résumé as a document in an e-mail? For security reasons, many employers won't open attachments, so your résumé might go unread. In addition to the attachment, paste it in the body of the e-mail to be safe.

· Was there a cover letter attached to it? No cover letter can mean no consideration for some hiring managers.

4. The interview
If you've been called in for interviews already, then you're doing something right. Not getting a job after interviewing doesn't mean you blew it -- it means you made the shortlist, but someone else might have been a better fit. But it never hurts to review your performance.

An interview is often a chance for the employer to see if you fit into the company culture. Are you too rigid for a casual environment? Are your verbal communication skills good enough for your position? Hiring managers also use this opportunity to learn about you in a way they can't through a résumé. They want you to elaborate on your experience and answer any questions they still have.

To make a good impression, preparation is key. You don't want to sound rehearsed, but practicing your answers to questions, your handshake, how you'll sit in the chair and anything else you're likely to encounter will help you. If you can avoid being the deer in the headlights, you'll be able to focus on the quality of your answers.

5. Appearance
Not to be superficial, but presentation means a lot. From the layout of your résumé to the wrinkles in your interview attire, your professionalism is being judged. How are you presenting yourself to employers?

Don't start your cover letter with, "Hey!" and don't end it with a smiley-face emoticon. Your résumé shouldn't be full of ClipArt butterflies and smiley faces. And you should leave some white space between sections so that the entire page isn't a single paragraph of text. The hiring manager needs to see a job candidate who takes the job seriously, even before you're called in for an interview.

During an interview, you should dress appropriately. That doesn't mean trying too hard -- say, a tuxedo for an administrative assistant's job -- but it does mean dress for the environment and look like you spent time preparing. If you're told the environment is business casual, then you don't need a suit, but you still need to iron your pants.

The 11 Keys to Success In his best-selling book "Emotional Intelligence," Daniel Goleman writes, "There are widespread exceptions to the rule that IQ predicts success ... at best, IQ contributes about 20 percent to the factors that determine life success, which leaves 80 percent to other forces."

Goleman goes on to explain, "These other characteristics are called emotional intelligence: abilities such as being able to motivate oneself and persist in the face of frustrations; to control impulse and delay gratification; to regulate one's moods and keep distress from swamping the ability to think; to empathize and to hope."

This book is full of assessments, tools, resources and how-tos to help guide you in finding new work that will better meet your personal and financial needs. No matter which category you fit in, however, unless you are able to demonstrate and master a specific set of life skills and traits, you will find it difficult to find the work you want.

Observing people in the workplace has yielded 11 keys to success. Time and again, it is apparent that those individuals who exhibit these 11 keys and use them most productively are consistently the most successful and well-liked individuals overall. The good news is that most people are born with at least some of these keys or learned them at a very young age, and all of these keys can be developed or learned later in life.

These are the 11 keys to success:
1. Confidence: an unshakable belief in oneself based on a realistic understanding of one's circumstances; a trait that most people admire in others and strive to acquire themselves.

2. Curiosity: being eager to know and learn; always showing interest and giving special attention to the less obvious; always being the person who says, "I want to know more about . . . ."

3. Decisiveness: arriving at a final conclusion or making a choice and taking action; making decisions with determination even when you don't have all the information you think you need.

4. Empathy: demonstrating caring and understanding of someone else's situation, feelings and motives; always thinking about what it's like to walk in someone else's shoes.

5. Flexibility: being capable of change; responding positively to change; being pliable, adaptable, nonrigid and able to deal with ambiguity.

6. Humor: viewing yourself and the world with enjoyment; not taking life or yourself too seriously; being amusing, amused and, at times, even comical.

7. Intelligence: thinking and working smartly and cleverly; being sharp in your dealings; "not reinventing the wheel"; planning before acting; working efficiently and focusing on quality over quantity. (Important note: This is different from IQ, the common abbreviation for intelligence quotient.)

8. Optimism: expecting the best possible outcome and dwelling on the most hopeful or positive aspects of a situation; believing that the glass is half full rather than half empty.

9. Perseverance: having passion, energy, focus and the desire to get results. Motivation, persistence and hard work are all aspects of perseverance.

10. Respect: remembering that it is just as easy to be nice; protecting another person's self-esteem; treating others in a considerate and courteous manner.

11. Self-awareness: a sophisticated form of consciousness that enables you to regulate yourself by monitoring yourself, observing yourself and changing your thought processes and behaviors.

Which of these keys are among your strengths? Which of the 11 are among your weaknesses? Self-awareness, the 11th key, is really the foundation for understanding yourself. If you are not sure how self-aware you are, ask several people whom you trust which of these 11 keys they believe are your strengths and which are not. Again, while no one person possesses all of these keys in equal amounts, each of them can be developed and improved

Years of Experience But No Degree After years on the job, you feel you've definitely platueaued and think it's time for a change. There's one catch: you don't have a college degree. You graduated from the University of Life and have plenty of professional experience to show for it, but no formal degree. Are you still marketable?

George C. found him in that very position last year. After several years as a designer and art director, he was laid off after budget cuts. He seemed to be the perfect fit for one particular employer, but the company required a degree for the position. Thus, he was passed over even though the hiring manager expressed regrets. A few months later and the hiring manager contacted him. The original, "degreed" candidate who was hired didn't work out and they wanted to extend the job to George on a trial basis. Today, he's a full-time employee with that company.

If you find yourself with tons of job experience but hitting the "no degree" dead end, there are some things you can do to accentuate the positive.

1. Let Your Experience Do the Talking
Make sure you highlight your professional accomplishments, technical skills, results and industry knowledge on your résumé. These all help to demonstrate your expertise in your field. Also, try calling attention to any leadership positions you've held, including those with community, volunteer or military organizations, suggests career counselor Susan Guarneri.

2. Articulate Association Activity
Take advantage of career development offerings through your industry association and become active in the organization. "Go to local chapter meetings and join high visibility committees, such as membership, community outreach and publications," Guarneri advises. Not only will this give you additional skills and experience, it will help you make a name for yourself in your field, further enhancing your qualifications.

3. Include Glowing References
Include references from respected colleagues or high ranking industry professionals. These letters of recommendation will speak volumes about your personal character and professional standing. Don't wait for the employer to contact you, but include them in your initial application.

4. Show Alternative Learning
Guarneri stresses it's important to show that you are interested in professional development and continued learning. List any certification programs and professional seminars you have completed. These additional credentials demonstrate your intent to keep your knowledge and skills up-to-date.

5. Apply Experience to a Degree
Search nearby colleges and universities for programs related to your line of work. Many colleges have programs that offer course credit with proof of proficiency in a particular area. It's a terrific way to gain college credit for real life work experience.

6. Earn a Degree
Higher education caters to working professionals in a number of ways. "A lot of traditional academic outlets have online components," Guarneri says. Online courses allow you to work around your schedule. Also look into fast-track programs for adults which allow you to complete a degree at an accelerated pace, usually with less classroom time. There's also the College Level Examination Program assessment to test out of specific courses, while still earning credit for those classes.

7. Show Education In Progress
If you are in the process of earning a degree, make sure you note that on your résumé, along with an estimated date of completion.

4 Things That Can Increase Your Chances of a Promotion With some companies beginning to emerge from the recession and pursue growth plans again, moving up the corporate ladder could be on your mind. Taking on a higher-level position -- and, ideally, the corresponding bump in pay -- could be especially appealing if you've assumed added responsibilities or put in longer hours during the downturn. What can you do to ensure you're on the short list of candidates for a promotion? Here are some tips:

1. Talk to your manager.
Your supervisor has a large say in your chances of earning a promotion. Don't assume he or she is aware of your desire to grow your career. Speak to your boss about your long-term plans. Your manager may know of opportunities within the department, or elsewhere in the company, and be able to help you evaluate and prepare for the opportunities. Your boss also has a more objective view of your professional strengths and weaknesses than you do and can provide an honest assessment of what steps you may need to take to assume a new role.

By involving your boss in your quest for a promotion, you can discuss with him or her any questions or challenges you face. For example, if you are an administrative assistant in the marketing department and are interested in a position as an account executive, your supervisor's feedback could help you determine if such a transition would be right for you.

2. Upgrade your skills.
There's a good chance you may lack some of the necessary skills or qualifications for a higher-level role. The supervisory position you're eyeing, for instance, may require knowledge of budgeting procedures or recruiting techniques. In some cases, you may even have to earn a new certification, license or degree.

You also need to consider if you have the necessary soft skills. A promotion may require you to do less hands-on, technical work and instead manage people, oversee projects, help various groups reach consensus or negotiate with vendors. If you lack experience in these areas, work with your manager to identify the appropriate training opportunities. Also, volunteer for projects that allow you to build skills in essential areas.

3. Expand your network. Being connected at work has multiple benefits. Most obviously, you could learn of opportunities you might not have otherwise been aware of. You also may meet someone who can provide insight into the job or type of position you seek. A manager, for example, could outline the steps he took to move up from a staff-level role and warn you about any stumbling blocks he faced.

Perhaps most importantly, networking with others allows you to boost your visibility within the company, increasing the likelihood that someone considers you when a position becomes available.

4. Gauge your interest. The most crucial part of preparing for a promotion is determining if you truly want it. While it's safe to assume that you want any additional compensation or perks the job offers, do you also want the additional responsibilities? After you've learned more about a role you're interested in assuming, ask yourself if you can do everything the position requires. Take into account not only your skill set and qualifications but also your life outside of work. If you have young children, for example, will your work/life balance suffer? Will a higher-level position require you to play office politics? Are you comfortable transitioning from peer to manager if you take a supervisory role?

A promotion is a great way to advance your career, but remember that it isn't an all-or-nothing proposition. You're unlikely to jump multiple rungs on the corporate ladder in a single move. So keep your eye on the position you want to assume eventually and focus on the steps, even if they seem small, that will allow you to get there.

Why Are Internships So Important? You're a recent college graduate with a killer cover letter, a stellar grade point average and glowing recommendations. But if one important item is missing from your résumé, good luck trying to get a position at The McTigue Financial Group in Chicago.

You need an internship.

This network office of Northwestern Mutual turns to its highly competitive internship program for new talent. Erika Milonas, director of campus recruitment, reviews more than 1,000 résumés in a given year and interviews 400-plus candidates to recruit 40 for McTigue's year-round internship program. The good news for those fortunate enough to earn a spot: One in four become a full-time financial representative after graduation.

Internships and the economy
The hope of gaining an advantage for future employment has increased both the number and quality of internship applications. "Internships have become key in today's economy," says Melissa Benca, director of career services at Marymount Manhattan College in New York City. "Graduating students with paid or unpaid internships on their résumé have a much better chance at landing a full-time position upon graduation. Students are doing internships as undergraduates, and it is now not unusual for recent grads to take an unpaid internship with hopes of turning it into a permanent position or at least making some contacts and building their résumé."

The state of the economy also is changing the nature of work given to interns. "In this economic downturn, employers are relying increasingly on interns to shore up areas where full-time hiring has been cut," Benca notes. Thus, while you still may be making the coffee in the morning, don't be surprised if you're also given opportunities to contribute substantially at the meeting where that coffee is being served.

Benefits for you
Besides getting a foot in the door with a potential employer and looking good on a résumé, internships have other advantages:

The opportunity to "test drive" a career
(Would I be happier in marketing or advertising? Am I more comfortable working with patients or in a lab?)

Chances to network

Establishing relationships with mentors

Possible college credit or certification

An introduction to the field's culture and etiquette
(Are clients addressed by their first name? Are jeans appropriate for Casual Friday?)

Accumulating new skills

Gaining a "real world" perspective on an occupation
(How much overtime do employees really work? How much time is spent behind a desk versus in the field?)

What's in it for employers?
Most job applicants put their best foot forward on paper. Their cover letter and résumé usually have passed through many hands to make them as appealing and professional as possible, and nearly every job seeker picks references who will say positive things.

Employers do not create internships just to be nice to students and others interested in a certain career. While an interview or a company test can add to what an employer knows about a person, an internship helps an employer evaluate how an individual would fare in the actual workplace.

Like The McTigue Group, many companies develop an internship pool and hire from that group. As Benca notes, "Not only are they seeing potential employees with experience, it is experience within their company."

Companies that devote time and resources to finding, selecting and training interns are looking for a return on their investment. The benefit might be in the present (using the services of talented individuals without having to make a hiring commitment), or it might be in the future (the added ability to choose a person who will work out well as an employee).

And remember that internship opportunities are not limited to office settings. From being a bird-keeping intern at a zoo to a horticulture intern at a theme park, all sorts of opportunities exist for motivated individuals and interested companies to enter into a mutually beneficial relationship.

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