So you’re looking for a job and you think you’ve got your references all lined up. Before you start passing their contact information along to potential employees, you’d better make sure you can truly rely on them.

Even if you left a job in good standing, that doesn’t mean your former boss, co-workers, or Human Resources department are going to give you a glowing recommendation. Don’t take it personally. In some instances, that’s because company policy does not allow them to do so. HR, in particular, may only be allowed to verify that you were indeed employed at the company from date X to date Y. They cannot make any statements with regard to performance, professionalism or the like.

Other times, a would-be reference may not respond to calls from a potential new employer because they themselves are no longer with the company in question. It could also be that the company switched phone systems and extensions have changed.

Finally, your listed references may simply be following the old adage of “if you don’t have anything good to say, don’t say anything at all.” As hard as it may be to come to grips with, you may not be remembered as fondly as you would like to believe.

Many job hunters have had their dreams dashed when the people they thought of as good references either gave them a less-than-stellar recommendation or proved to be completely unresponsive. Fortunately, there are steps you can take to ensure this unfortunate fate doesn’t befall you:

1) Obtain Their Permission: Before giving out someone’s contact information, call them yourself and politely ask if they would be willing to serve as a reference for you. If they decline or seem at all hesitant, thank them for their time but by all means, do not place them on your list. Move on to the next person.

2) Double-Check Contact Info: Nothing frustrates a hiring manager more than a list of references which leads them nowhere, thanks to countless disconnected phone numbers or no-longer-valid email addresses. Take the time to reach out to your references and verify that the contact information you have for them is still correct. Also be sure to ask if they prefer to be contacted at the office, at home, or via their cell. They may not want to raise suspicions about their own future with their employer by having a hiring manager call them at work.

3) Get Creative: If none of your former bosses or co-workers are willing or available to serve as a reference, think of other people who know you well enough to vouch for you both personally and professionally. Have you done volunteer work for any non-profit organizations? If so, ask the appropriate person there if they would serve as a reference for you. This can be especially helpful if you volunteered to perform the same kind of work you do professionally on a pro bono basis. By all means, avoid listing relatives or close friends, however.

It can be incredibly frustrating – and frankly, a little scary – when your references go MIA. By keeping your cool and following these steps, however, you can overcome this challenge.

When looking for a job, you may find it reassuring to come across a company that states it is “always looking” for talented people. Such notices are usually incredibly vague, however. There’s no job description and no indication of whether they actually have any openings at the moment. They usually only include an email address and phone number for inquiries. And they typically only include an email address and phone number for inquiries.

Understandably, many job seekers wonder if such ads are for real. More specifically, they wonder if it would be worth their time and effort to answer one. If they decide to pursue such a vague opportunity, should they call the listed phone number or take the liberty of emailing a full resume and cover letter, expressing their interest in any suitable openings?

The good news is that people do actually get jobs through these kinds of ads. However, such employers are typically looking for only the “best of the best.” In other words, the average candidate will never find a job this way. In fact, their inquiry is likely to be met with stony silence. To garner the interest of an employer placing this kind of ad, a candidate needs to really stand out from the rest of the pack. That means a stellar resume and compelling cover letter.

Typically, companies place “We’re always looking for talent people” ads for one of the following reasons: 

• They suspect a key player is going to be leaving soon and they want to identify some potential replacements ahead of time.
• They want to build a database of potential future employees.
• They are truly in need of people with key skills and are eager to hire.

If you see this kind of ad and are tempted to inquire of the company, you must first ask yourself if you are truly the kind of stand-out candidate they are probably looking for. If you honestly believe you are a solid candidate who possesses key, marketable skills, then go ahead and take a shot. Don’t waste your time cold-calling, however. Chances are you will prejudice the hiring manager against you simply because you unknowingly called at an inconvenient time. What’s more, they won’t know anything about you because they have not yet had the opportunity to review your credentials. Instead, send a resume and cover letter explaining what you have to offer. Even if they are not ready to hire anyone right now, if you make a good impression, they may remember you the next time a suitable opening arises.

Imagine you are a hiring manager weeding your way through applicants for a job listing. Each day, you find yourself deluged with another hefty batch of resumes from would-be employees. In many instances, a quick glance is all it takes to tell you whether that person should be offered an interview or not. But within that stack, you come across a number of resumes which are simply too long to be sized up with just a look. They run three, four, even five pages. You find yourself turned off by those applicants before you’ve even had a chance to review their qualifications.

Just how long should a resume be anyway? While the answer varies from candidate to candidate, there are some general rules of thumb. Rarely is it acceptable to submit a resume longer than two pages. If you have exceeded two pages, it’s time to take a second look with an eye toward trimming your resume back.

 Here are some tips: 

• Be Concise – Your resume is not an autobiography. It’s not even intended to reflect everything you’ve ever accomplished. You need not include every job you’ve held and every skill you’ve acquired. Think of it as a snapshot. If the employer wants to see more, they can ask for your entire portfolio.
• Be Current – A long career full of accomplishments is certainly impressive, but when it comes to writing a resume, it’s often best to leave off your oldest roles. Most employers won’t care what you did 20 years ago. And while blatant age discrimination may be illegal, pointing out that you entered the workforce before many of today’s college grads were even born only draws attention to the fact that you are rapidly approaching retirement.
• Be Specific – Too many people attempt to write a “one-size-fits-all” resume. This is a big mistake. Rather than trying to make your resume fit any position, you should instead customize it for the specific job you are seeking. Identify your target audience and the target position to help you decide what skills and experience to highlight. Then set out to summarize the most applicable items, usually in bullet point format. 
• Be Choosey – As recently as the 1980s, it wasn’t unusual to see a resume that included such details as marital status, church membership, and community activities. These days, it’s widely accepted that such details fall into the category of too much information. For the most part, it’s best to leave them off. If you feel civic involvement adds something to your story – demonstrating how you used your professional qualifications to benefit the community, for example – you may wish to include that on your resume. Proceed with caution, however, as highlighting any activities that point to involvement with specific religious, political, or radical groups may be ill-advised.

For decades, job seekers have been instructed to focus on the same things: drafting a professional cover letter, listening closely and giving satisfactory responses to interviewers’ questions, and then following up appropriately. However, the new realities of the job market are requiring applicants to take a different approach to their job search.

These days, it’s all about knowing your value, identifying the employer’s pain points, telling a story, and showing relevance. As a result, there is an all-new list of must-have skills for job seekers:

1. Identify Pain Points – In the past, applicants could get by simply focusing on the requirements listed in the “help wanted” ad. That approach won’t cut the mustard these days. You need to dig deep and discover what kind of business pain is behind the job opening. This can be accomplished by reading the job posting and researching the employer. Their pain could be growth-related or consolidation-related. They could be losing customers to competitors who provide cheaper prices. Their industry could simply be experiencing a shortage of talent. Whatever the cause of the pain, it’s up to you to identify it and use that information to make your case for why they should hire you.

2. Tell a Story – Rambling off characteristics like “strong work ethic” doesn’t mean much in today’s overcrowded job market. Hundreds of well-qualified individuals are likely to apply for any opening. Chances are they will all claim to possess the same desirable characteristics. Rather than building your responses around catch phrases, tell a story. Seek to explain what kind of results you produce on the job. Keep it brief, but make it powerful.

3. Be Personable — Not long ago, applicants were taught to talk in business speak, using phrases like “bottom-line orientation” and “results-oriented professional.” Unfortunately, such phrases mean little to today’s hiring managers. Aim to use a human voice instead of tired, worn-out corporate speak. Don’t be afraid to begin sentences with “I.” Be proud to speak in the first person as you take credit where credit is due.

4. Nix the One-Size-Fits-All Resume – Most job seekers make the mistake of using one resume for every position. This approach does nothing to help the hiring manager envision how you will fit into their organization. Take steps to highlight accomplishments that are relevant to the position in question. Don’t be afraid to revise your resume as often as necessary.

5. Know Your Value – Earlier this year, television news personality Mika Brzezinski published a book titled “Knowing Your Value.” While her tome was geared towards the historically underpaid female sex, there’s much to be said for the concept of knowing your value, no matter what gender, race, or orientation you may be. Before you begin a job search, undertake some research to discover your fair market value. Go in with a specific salary range in your head. Even in a tough economy, your skills and experiences have a specific value, so don’t allow yourself to get low-balled. If a potential employer isn’t willing to pay what you are worth, take your talents elsewhere.

Getting called for an interview is an exciting experience, particularly in today’s shaky economy. You may have been unemployed for months, even years. Understandably, the prospect of an interview fills you with a sense of hope. Perhaps your day has come. You are just one final step away from being gainfully employed.

But then suddenly, the interview’s over. Days go by and you don’t hear anything from your potential new employer. Those days turn into weeks. Maybe you receive a rejection letter, maybe not. Either way, the truth becomes painfully clear: you have not been chosen for the job. 

In many instances, this same chain of events repeats itself over and over again, leaving the job seeker completely dejected, wondering if they will ever have a job again. The secret to finding a job lies in capitalizing on identifying what the company needs and then convincing the hiring manager that YOU are the one who can meet that need. 

Begin by making a list of 10 to 25 companies you would like to work for. Many job seekers skip this step and merely hop online to visit their favorite jobs site without first taking a good long look at exactly what they want from their job search. By compiling this list first, that gives you the opportunity to study these potential employers and identify what exactly they need from their employees in order to meet their business goals.

Learn more about potential employers through LinkedIn and Zoominfo. Also, remember to Google the company in question. You may even wish to sign up for Google Alerts on the companies you have targeted. Doing so will ensure you are notified every time that company makes the news. Perhaps the most effective tactic, however, is to simply visit the company’s website. You can learn a great deal about their goals and activities by reviewing their press releases, annual report, and other key sections of the corporate website. Don’t forget to tap your personal and professional contacts for information, too.

Once you know what potential employers need, it’s your job to demonstrate that you are the one to deliver on what they want. First, do a little introspection by defining your most marketable skills. This is a key point, so spend some time really considering what you have to bring to a potential employer.

 Next, compare your list of qualifications to a potential employer’s list of needs. Find a way to weave any potential matches into your cover letter. A note of caution: Do not write, “I understand you need people with strong marketing skills. I have lots of experience in marketing.” Subtly mention your qualifications, but do NOT make the connection in your letter. Leave that to the employer. Trust me. They will.

Take advantage of similar opportunities during the interview to mention the myriad ways you are a good match for the employer. Again, don’t be too blatant about the fact that your skills and experience perfectly answer their needs. If you do, they may begin to suspect that you are merely claiming to have certain characteristics because you have read about their business. Instead, casually talk about your past jobs and experiences as a means of demonstrating the fact that YOU are the one person to meet their needs.

Many job-seekers mistakenly believe there is nothing to be gained by pounding the pavement between Thanksgiving and New Year’s – unless you’re looking for a seasonal job as a shopping mall Santa, that is. In reality, nothing could be further from the truth as the holidays actually represent one of the best job-seeking seasons of the year. Job-seekers who drop out of the race during the holidays are doing themselves a huge disservice.

Many organizations actively engage in December interviews for jobs that won’t start until after the ball drops inTimes Square. With fall trade shows behind them, decision-makers are more easily accessible. For many of them, December is the time to prepare for the coming year. Key personnel and payroll decisions must be made before year’s end, and hiring managers are keen to get a jumpstart on meeting the goals they have set for the new year.

Recruiters and hiring managers frequently complain that it’s next to impossible to reach candidates during this pivotal time period. Distracted by holiday shopping, parties, and the uncontrollable desire to deck the halls, otherwise desirable candidates are simply not responsive. If you can avoid falling into that trap, you will have less competition and a greater chance of enjoying your holidays, knowing a new job awaits you.

Here are a few simple tips for ensuring that your holiday job search is as merry as can be:

*  Send holiday cards to well-connected friends, as well as to hiring managers who have recently interviewed you. Include your business card. Make sure the card is not geared toward any one particular religion. If the recipient happens to be Jewish or African-American, don’t try to be culturally sensitive by sending a Hanukkah orKwanzacard. A simple “Happy Holidays” greeting will do.

* Use holiday get-togethers for networking. Attend as many events as you can and keep in mind that anyone – friend, relative, or stranger – could inadvertently lead you to your next job. Play it cool and have a good time, but be prepared to tell everyone you meet about your job search.

* Use the end-year time period to make informational interview requests. Many businesses naturally slow down during the holiday period, so it’s a good time to connect and learn more about potential future employers. They may not be in a position to offer you a job at the moment, but your interest and initiative will probably put you near the top of the list for any future openings.  

* If you can’t land your dream job, consider part-time seasonal work. Retailers and shipping companies are especially desperate for holiday help, so open yourself up to work you might not otherwise do. Don the Santa hat, wrap presents for harried shoppers, or give your muscles a work-out unloading a truck full of last minute gifts. The extra money will come in handy and prospective employers will see you have the gumption to tackle new challenges. You may even meet someone who holds the key to your new job.

Administrative assistants play a key role in the organizations in which they work. No longer merely “glorified secretaries,” admins are responsible for tending to the administrative operations of the company. Thus, they are crucial to the efficient operations of the unit, department, or company. Fortunately, administrative positions rank high among the most commonly listed jobs.

The duties of an administrative assistant vary greatly, depending upon the department and the company in which they operate. While a front desk admin’s responsibilities may be similar to that of a receptionist – answering incoming calls, greeting visitors, etc. – a marketing administrative assistant will have significantly different duties as he/she supports the marketing function. They include helping to coordinate marketing events, updating marketing communication platforms, organizing special marketing projects, and managing the inventory of promotional items and client gifts. A medical administrative assistant will have even weightier responsibilities, including preparing patient charts, obtaining lab reports, maintaining a safe and hygienic environment, and verifying accuracy of patient insurance information.

Understandably, companies employ a stringent hiring process for these crucial positions. When interviewing for an administrative position, you should expect to be asked a slate of questions designed to determine whether you have what it takes to perform the requisite duties and to thrive in the specific environment in which you would be working.

While each company approaches the hiring process differently – and asks different interview questions – they will undoubtedly ask you questions that hit on the following key areas: 

• Roles and Responsibilities: The interviewer will want to make sure you truly understand what an administrative assistant – and specifically, an administrative assistant in their industry – does. In today’s tough job market, many people may apply for an admin position, mistakenly assuming that it’s easy and anyone can do it. The goal of the hiring manager is to weed such individuals out of the pool. They will ask questions like, “What do you consider the most important responsibilities of an executive administrative assistant?” They may also ask you to list specific duties you performed on a daily basis on your last administrative job.
• Technical Capabilities: In today’s world, administrative assistants must have thorough working knowledge of a number of machines, computer programs, and other supporting technology. To ascertain whether you truly possess such abilities, the interviewer will likely ask the following questions:
• What office applications and systems did you use in your previous job?
• What specific calendar programs and messaging systems have you used?
• What kind of experience do you have preparing data graphs and spreadsheets?
• How have you handled confidential documentation in the past?
• Previous Employment: Undoubtedly, you will be asked about past positions you have held. These questions may be broad and open-ended, such as “Briefly describe your administrative experience” or they may be more specific, delving into your specific administrative strengths. Many interviewers will ask how you feel your previous experience makes you an ideal candidate for the job. In all instances, focus on the aspects of your previous work that is most applicable to the position for which you are applying. Be prepared to describe exactly how you will apply your past knowledge, experience, and accomplishments to make their department or company run more efficiently.

Much like secretaries and receptionists of decades-past, administrative assistants are the individuals who keep an organization running smoothly. They know what makes the company tick and when something needs attention to keep things moving along. Prepare yourself well and you just may find yourself with a new administrative assistant position sooner than you expected.

In today’s economy, it may seem unfathomable to turn down a job offer, but there are times when an offer just isn’t right and it’s best to move on to greener pastures. You may be hot commodity fielding several offers at once. Or you may simply find that the salary, benefits, or working hours are just not to your liking. Either way, the goal should be to politely decline the offer, while protecting your reputation and your relationship with the company in question. Whatever you do, don’t burn any bridges. After all, you never know when you may end up applying for a position with them again or dealing with them as a potential client in the future.

Here are some tips for maintaining proper etiquette while declining a job offer:

Be Timely – As soon as you have made your decision, it’s best to share the news with the individual making the offer. Don’t wait for them to contact you. Informing them as soon as possible not only gives them the opportunity to hire one of the other candidates who applied for the job, it also casts you in a positive light, which will keep you in their good graces should you end up working with them in some capacity in the future. 

Put it in Writing – You may initially find yourself turning down an offer over the phone, but it’s always best to follow up with a formal letter. Be sure to address the letter to the person making the offer – never simply “Human Resources” or “To Whom It May Concern.” Thank him or her for their time and consideration and then provide a brief explanation of why you will not be accepting the offer. End the letter on a positive note because chances are you will run into them again sometime in your career, particularly if you intend to stay in the same industry.

Be Honest – Don’t make up excuses. Your decision is based on the fact that you feel another organization would be a better fit for your interests and goals, so simply state that as a fact. Even if you don’t currently have another offer on the table, it still holds true that another company would be better for you both personally and professionally.

Maintain Your Confidence – In making your decision, you have put your best interests first. That’s nothing to be ashamed of, so don’t apologize for the message you have to convey. That doesn’t mean you have to be gruff or rude, simply that you should avoid sounding like you feel guilty about turning down the offer. Be prepared to stand your ground if the hiring manager tries to get you to change your mind and never use phrases like “maybe in the future,” as doing so undermines your decision and makes you appear indecisive.

Keep it Positive – Even if you’ve found yourself completely turned off by the recruiter, the hiring manager, or the entire organization, you must endeavor to stay on the high road. They may be the most unprofessional and overbearing person you’ve ever met and their workforce may consist of equally obnoxious people, but you must resist the temptation to tell them exactly what you think of them and their company. Tell them you enjoyed learning about the company and do your best to sound appreciative

When Father Guido Sarducci (aka Don Novello) posed this question of former Beatle Paul McCartney in 1980, it was a moment of comedic genius. The Saturday Night Live regular had set up the question as if he were about to ask the one thing everyone wanted to know in the years leading up to John Lennon’s assassination: When are the Beatles going to get back together? Then he posed the animal question instead. Too funny. 

McCartney’s answer (“Koala Bear”) came easily. After all, creativity is his business – and chances are he had been tipped off to the question beforehand. But for the average Joe (or Jane), such a question can really throw them for a loop, especially when it comes in the middle of a job interview. That’s exactly why savvy hiring managers are increasingly incorporating non-traditional, even oddball, questions into interviews – to catch candidates off-guard.

 Here are a few examples of actual questions posed in job interviews: 

• If Hollywood made a movie about your life, who would play you?
• If you could have dinner with anyone from history, who would you choose?
• What was your best MacGyver moment?
• If you were a salad, what kind of dressing would you have?
• If you were a superhero, what would your superpowers be? 

Granted, not all non-traditional interview questions are so odd or comical, but they all have one thing in common – they are designed to elicit facets of your personality that would not otherwise be evident in a traditional interview.  Because they are intended to catch you offguard, it is never possible to prepare for them. And that’s the idea. The interviewer wants to see how you think on your feet. However, you can prepare yourself mentally to give it your best shot. 

The good thing about these types of questions is there’s no “right answer,” so technically you can’t be wrong. If you find yourself faced with an unusual question, don’t let it rattle you. Simply take a deep breath and take a few moments to prepare your response. You may even wish to tell the interviewer, “That’s an interesting question. Let me give it some thought.” That way, they won’t think you are just biding your time when you sit there silently. 

If it helps, imagine how you would answer the same question if it had been posed by a friend. Such an approach may help relax you and let an answer come to you naturally. Just remember to leave the expletives for the TGIFriday’s, however.

 Whatever you do, be sure to provide some kind of thoughtful answer and then back it up. If your superpowers would be the ability to mentally dismantle a lawnmower or your choice of dinner guest would be legendary serial killer Ted Bundy, be prepared to explain why. All the while, remain poised and confident. No matter how wacky your response, it’s to your advantage to demonstrate that you are a sincere, thoughtful person who takes their questions – no matter how off-the-wall – seriously.

The job search process has changed extraordinarily over the past 20 or 30 years. As recently as our parents’ and grandparents’ generations, the morning newspaper was the primary means of looking for a job. All resumes were written on paper using typewriters and sent via the U.S. Postal Service. Email didn’t exist and all networking took place in person – typically in the Howard Johnson’s lounge following a trade show or regional meeting.

Unfortunately, too many people still sit at their grandfather’s knee when it comes to laying the groundwork for a successful job search. No offense to Grandpa, but his advice is about as valuable as a Commodore 64.

Here are a few examples of outdated job-seeking advice:

• Resumes Must Be One Page – Conventional wisdom once dictated that job seekers stick to a one-page resume. That proved exceedingly difficult for anyone who’d held numerous positions or accomplished a great deal in their career. Unless you are a recent college grad or have limited work experience, it’s now perfectly acceptable to submit a two-page resume. Be sure to include lots of white space, however, so the hiring manager won’t be overwhelmed by text.

• Formal Language is a Must – In no instance is super-casual language acceptable on a resume or cover story, but you needn’t go uber-formal either. A potential employer is eager to meet the real you, not some stuffed-shirt who knows how to use a thesaurus. Unless your true personality is akin to those of the “Big Bang Theory” characters, strive for a relaxed, conversational tone in all your communications. Let your personality and exuberance for your chosen field – and  their company – shine through.

• Include Every Job You’ve Ever Held – Once upon a time, job-seekers went to great lengths to write the most comprehensive resume possible. They included every job they’ve ever had, even if it only lasted three months. The 21^st century resume is a marketing tool. As such, it should be carefully crafted to position you in the best possible light. Rather than making it an exhaustive compendium of every month of your professional life, focus on relevant work experience. If you are concerned about omitting information, include a brief section of “Additional Work Experience.”

• Call to Schedule An Interview – In Grandpa’s day, job-seekers would give a hiring manager a few days to peruse their resume and then call to schedule an interview. Talk about bad etiquette! Such an act is not only pushy, it’s unprofessional and inappropriate. The applicant doesn’t schedule the interview – the hiring manager does! While you may feel that calling the hiring manager will be viewed as proactive, that’s definitely not the case. You’ll just be viewed as rude and un-hirable.

• Accept Whatever Job You Are Offered – While your ultimate goal is certainly to land a job, you shouldn’t accept any offer just for the sake of having a job. You may have sold yourself to the company, but if the company hasn’t sold itself to you, you’re better off turning them down and continuing to look for the perfect fit. If you end up working in a dead-end job that drags you down, you won’t be truly productive and you’ll end up cynical and unfulfilled.

In today’s economy, every opening elicits hundreds, if not thousands, of resumes. If yours appears outdated, or the tactics you employ to get noticed are no longer deemed acceptable, you will pretty much guarantee that you don’t get the job. So when Grandpa begins offering his advice, be sure to listen respectfully and thank him profusely. But then disregard everything he has to say