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Judi,

What you are going through is not uncommon. Countless people have been faced with this same dilemma.  People returning to the workforce after an absence have multiple worries: “Will I have to prove myself all over again?” “How do I explain the gap in employment?” “What if I lack the required skills or education?”

It sounds like you are driven and motivated, but right now job seekers need all the help they can get. You want make sure you are looking at all your possibilities … including some you might not have thought of. Here are several things you can do to get your foot in the door or start earning a paycheck while developing skills to add to your resume:

1. Maximize your cover letter and resume. Your cover letter highlights your key accomplishments and gives you an opportunity to answer any questions about an employment gap. Put your resume into a functional format (click for an example) that highlights your skills instead of a chronological one that lists your jobs starting with the most recent.

2. Network. Join professional networking sites like Brightfuse and LinkedIn. Look for groups to join that reflect your background or job interest. (For example, search the term “mom”.) The more you network, the more likely you are to meet people who are in a similar situation … or who have been in your situation and are now hiring.

3. Stay informed. Stay abreast of new trends, technology and developments in your industry by attending seminars and courses to prove your time off doesn’t put you at a disadvantage. Research the company, job or industry BEFORE you apply to a job and incorporate that information into each cover letter.

4. Remain open to all possibilities, even if the job title, salary and benefits may not be exactly what you were seeking. Holiday hiring season is in full swing. Try searching using the terms “seasonal” or “holiday.” Even though there are fewer openings this year and these jobs are typically temporary, there are employers who extend permanent offers to seasonal staff. Or consider direct sales like Avon, Stella and Dot or Wine Shop at Home.

5. Work with a professional. Recruiters at staffing firms like Robert Half and Kelly Services have their fingers on the pulse of the job market and work with employers to fill all types of jobs. They can also provide useful feedback on your resume and interview skills.

Click on these links for some additional articles that might be helpful to you:

It’s been 10 years since my last job search
http://www.primecb.com/its-been-10-years-since-my-last-job-searchwhat-do-i-do/?siteid=cbworkbuzz

Worried about gaps on your resume?
http://msn.careerbuilder.com/Article/MSN-1911-Cover-Letters-Resumes-Worried-About-the-Gaps-on-Your-Résumé/?siteid=cbworkbuzz

Dealing with gaps in your resume and cover letter
http://msn.careerbuilder.com/Article/MSN-1111-Cover-Letters-Resumes-Dealing-With-Gaps-in-Your-Resume-and-Cover-Letter/?siteid=cbworkbuzz

Can you relate to Judith’s story? What advice would you give her?

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Everyone likes work breaks. You like them because  they give you, well, a break from your job — they’re a chance to get coffee, update your Facebook status, pay a bill, watch the latest Funny or Die video or smoke a cigarette. Employers like them because downtime has been shown to help productivity, relieve stress and even build camaraderie among employees.

But breaks can be also a point of contention around some workplaces. While you barely can pull yourself away from your desk most days to heat up your Lean Cuisine, your co-worker seems to be constantly ducking out for coffee, stamps or a quick smoke.

What’s fair and what’s not? Here’s what the Labor Law Center’s Human Resource blog says: 

The best practice in HR is to give employees an unpaid meal break of 30 minutes or more, per 8 hour shift. Most employers give an additional meal break if the employee has to work 12 hours or more.

In addition, the best practice in most industries is to give workers a 10 to 15 minute break at approximately the mid-point of each 4-hour work segment. Usually this translates into a mid-morning and a mid-afternoon break. Under the federal FLSA or Fair Labor Standards Act, rest breaks of less than 20 minutes must be paid. (Meal breaks that are longer than 20 minutes may be unpaid if the employee is relieved of all duties during this period.)

Which brings us to the subject of smokers and their break times.

It’s one thing if you are using break time as stated above, but what if you are taking four breaks a day or one break an hour? I’m not saying all smokers do that, but there are many non-smokers who complain about this. What are they supposed to do if they don’t relax with a nicotine fix? Aren’t they entitled to the same break time as smokers?

Hard-hitting reporter Pat Tomasulo, sports anchor for WGN TV’s morning news in Chicago, recently took a look at this very topic. Watch here as he takes his own version of “smoke breaks” — he might be on to something.

What do you think? Tell us below; no login required.

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If you’re job hunting and have a social networking profile (or two, or six), be warned: 45% of hiring managers are looking for you online. Watch this video for tips on how to make sure you are portrayed in the best possible light across the Web.

Tell us: Have you ever had a hiring manager or boss ask you about something he or she found on your online profile? (No registration needed to comment below. )

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“Competition for seasonal positions will be intense as the job market is flooded with qualified candidates vying for a smaller number of open positions,” said Brent Rasmussen, President of CareerBuilder North America. “Employers tell us they are accepting the majority of their seasonal applications during October and November, meaning job seekers need to identify and apply for those opportunities now.”

Because of the weaker economy and expected soft holiday retail sales, employers do not anticipate a robust seasonal hiring period this year. The outlook for seasonal hiring in the fourth quarter of 2009 is projected to be similar to 2008, according to CareerBuilder’s “Seasonal Hiring 2009″ survey of more than 2,900 hiring managers. Eighteen percent of hiring managers plan to take on seasonal workers to meet business needs associated with the holidays and end-of-the-year wrap-ups, on par with 17 percent in 2008.

According to the National Retail Federation, retailers hired an additional 231,000 workers during the 2008 holiday season, a substantial drop from the 618,000 they hired in 2007. During the holidays, while some retailers were hiring seasonal workers, others were shedding full- and part-time jobs from stores and corporate offices. Since January 1, 2008, the retail industry has lost 770,000 jobs.

Here are some of the other results from the CareerBuilder survey:

• 12% of employed workers plan to take on a seasonal job to help make ends meet.
• 44% of hiring managers expect to pay $10 or more per hour and 12 percent expect to pay $16 or more per hour; 34 % of hiring managers plan to pay between $8 and $10 per hour and 20% expect to pay between $6 and $8.
• The most popular positions identified for seasonal recruitment include customer service, retail sales, administrative/clerical, hospitality, shipping/delivery, inventory, technology and accounting/finance.

What’s the good news long-term job seekers? Seasonal positions may prove to be the break job seekers are looking for as 31% of hiring managers indicate they are likely to hire a seasonal worker for a full-time position. Here are some tips if you are seeking seasonal employment:

• Start applying early – 77% of hiring managers do not plan to accept applications for seasonal workers beyond November. Especially in a competitive job market, getting your resume in early will help your chances of securing a position.
• Do your homework – Nearly a quarter of hiring managers say that having no knowledge of the company or products deterred them from hiring a seasonal candidate in the past. Check out the company’s Web site before the interview and familiarize yourself with products, services, press announcements, etc so the hiring manager knows you’re serious about the opportunity.  
• Show enthusiasm – Nearly half of employers say they were turned off by a candidate who lacked enthusiasm during their interview. Convey that you’re excited about the opportunity to contribute to the success of the organization and stay away from saying the primary reason you want the position is for the employee discount.
• Dress the part – If you are interviewing for a job in a retail clothing store, it’s a good idea to show up dressed in an outfit from that store. One-in-ten (11 percent) hiring managers said candidates who interviewed for a job in a competitor’s ensemble were ultimately not considered for the open position.
• Be flexible regarding your schedule – Forty-seven percent of hiring managers said they were turned off by a candidate who refused to work certain hours. Seasonal hours tend to fluctuate; you need to be open and flexible to alternative schedules.
• Use specific keywords – To find the most relevant jobs, search online using the following terms: seasonal, holiday, part-time, temporary and Christmas.

Want to know more? Check out this article on companies hiring this holiday season.

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If you haven’t gotten the chance to send wishes to your boss here are a few easy ways to do so that go beyond that boring old e-card.

Someecards
Sometimes irreverent and always funny, these greetings are probably best suited for the boss who you can joke with. One is featured as the pic above.
http://www.someecards.com/boss-day-cards/newest

America’s Best Boss
This customizable video comes from the folks at Adecco. It lets you create a “news report” on your boss who’s been named America’s Best Boss.
http://www.americasbestboss.com/

Boss’s Day video 
Worried about that fine line between sucking up and showing your appreciation? This short video featuring Yoyo from Hallmark’s animated characters Hoops & Yoyo does just the trick.
http://www.youtube.com/watch?v=0kQtUOESSfs

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Think about it. Some of the entertainment industry’s most popular characters are bosses. There’s Michael Scott from “The Office,” Miranda Priestly from “The Devil Wears Prada,” Jack Donaghy from “30 Rock,” Ari Gold from “Entourage and Mr. Burns from “The Simpsons.” The list goes on. The reason we love (or love to hate) these characters is because we can see traits of our own bosses in them. Watching them lets us know we are not alone in some of our everyday battles.

Love her or hate her, she’s still your boss, and she still signs off on the paychecks, gives you your review and recommends you for new projects or a promotion. While you don’t need to be best friends with your boss, the two of you still need to have a civil working relationship.

Today, we have  a guest post from behavior strategist and performance management coach Joe Takash, the author of the newly released “Results Through Relationships: Building Trust, Performance and Profit Through People.”  Takash tells us the key to a great boss/employee relationship takes just simple steps. Here’s how:

The 5 Steps to Connecting With Your Boss

By Joe Takash

Managing Up
1. The rare act of transparent communication with one’s professional superior or superiors to get needs met, thoughts heard and contribute to the success of boss, team and organization.
2. Courageous upward leadership with the intent to establish trusting partnerships and own one’s results.
  
Interns and entry-level employees, even employees at high levels, don’t apply the tips for effectively connecting because they’re never provided a blueprint early on in their career. Practicing these diligently can expedite career opportunities and differentiate you in an economy that is in need of high-flyers more than ever.
 
1.  Choose Good Timing
Discover the best times in which to approach your boss by simply asking, “when are the best times to meet with you if I have questions?” This simply inquiry can build credibility because of the awareness and consideration of their busy schedule. An added benefit is that when you meet with them, you’re likely to have a more focused, less distracted listener.
 
2.  Prepare and Plan
Practice your approach vs. just winging it so you can succinctly explain up front why you’re there and what you need from them. WARNING: Be solution-focused! Bosses want to know what you have thought of or would suggest about the inquiries you have. This is a crucial component for demonstrating leadership and initiative.
 
3.  Align Understanding
If your boss does not state his or her expectations or ask about yours, don’t waste energy griping to others about it. Instead, rise above and them to be clear about what they need from you. Requesting the primary duties you should be focusing on or discovering the qualities that make up the ideal professional in your position not only impresses them, but provides you with a roadmap for success.
 
4.  Follow-up/Follow-through
One of the biggest barriers for positive change is lack of accountability. In managing upward, you can hold yourself and boss accountable by agreeing on times/dates to follow-up at the conclusion of each meeting or communication exchange. Your boss may think, “These behaviors would be great in a client services or sales position” which may be a promotion you earn twice as fast as you may have.
 
5.  Own Your Results
A young lady named Karen once approached me after a keynote presentation I delivered to her company. With a pleasant, apprehensive smile, she said: “Joe, I really believe I’m equipped to be our marketing manager. I have experience, passion and knowledge, but I don’t know what to say to my boss. I was wondering if you have advice.” I said, “Karen, I have for you a magic formula and it can be described with one word: ASK!” I politely explained to her that the biggest success stopper is that cynical voice within each of us. Owning your results doesn’t mean you won’t experience fear as you navigate your career, it’s the commitment to courageously ask for what you want and be prepared to state why and how all will benefit. 

Tell us what you think below! (No registration required.)

• Who is your favorite boss from pop culture and why?
• How you were able to get through to your boss in a difficult situation?
• If you’re the boss, what advice would you give employees?

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This got me thinking about when job seekers hit mental blocks, and their drive and motivation is shattered. With 6.3 job seekers competing for every available job and about 5 million people classified as long-term unemployed it’s not surprising that a lot of discouraged and even giving up.

Career consultant Duncan Mathison, co-author of “Unlock the Hidden Job Market: 6 Steps to a Successful Job Search When Times are Tough,” tells discouraged job seekers to “Never give up; never give in.” He are his five tips for staying motivated during a long job search:

1.       Prepare for an extended search. When the job market shrinks, it takes longer to land a job.  Adjust your finances and your expectations now to extend your staying power. Stopping the search until the economy improves is like the farmer who will go hungry at harvest because they didn’t plant seeds in the spring.  Do not give up. Keep planting those seeds.

2.      Don’t waste your time on long-shots. If you are only applying to posted jobs and those seem far and few between, your tendency is to cast a wider net by applying outside your geographic area or outside of your expertise (“I could do that job!”). This is a dead-end strategy and you will only face more painful rejection and depressing stories of 500 applicants to 1 job. When it comes to job postings: focus, focus, focus.

3.      The right job for you is out there – it just won’t be advertised. Employers cut recruiting budgets when times are tight.  Instead hiring managers use less expensive and informal word of mouth strategies. As a result a higher percentage of available positions are in the “hidden job market”.  Job seekers must significantly expand the quality and quantity of their networking efforts to find unpublished jobs.

4.      Leave the resume at home. The secret to good networking is to help your network help you. Instead of a resume, give people in your network (everyone you know) a list of 50-75 employers who you think would hire people with your type of skills.  Do not ask if the companies are hiring.  Instead ask if anyone knows people who work there – particularly managers who might hire and manage people with your skills.

5.      Contact managers directly. Get their name, get an introduction and introduce yourself to them.  Your introduction can be a simple, “I understand you have people with my kind of background and skills working for you.  I don’t assume to know if you have job openings but I would like to meet you and learn more about the type of people you like to have on your team and share with you a bit about my background.” They may say “sure”, they may say “send a resume” or they may say “no”, but now they know about you. Remember the ONLY thing managers can do to assure their success is to meet and hire great people.  And that’s you!

While these are great words of advice, many long-term job seekers will likely say “Easier said than done” or “I’m doing all these already.” We’ll continue to look for other ways to fight your despair.

If you are a job seeker or someone who was recently hired and has found a way to keep your sanity during your search, share your tips here.

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 There are some jobs, however, that seem tailor-made for those who thrive on stress. And those jobs — and the people who perform them — are some we simply cannot live without.

Watch this video from CBtv to learn more, and tell us below why your stressful job is worth it.

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But I digress … I’m here to talk about one book in particular. While I would love to tell you (again) about CareerBuilder’s job search handbook “Career Building,” I’d be remiss if I didn’t tell you about this particular gem I found called “101 Toughest Interview Questions … and Answers That Win the Job!” by Daniel Porot and Frances Bolles Haynes. It’s not your typical dry interview book. This book is compact and comes in a flashcard-like format and arms you with the answers that interviewers really want to hear.

The book is divided into four sections which address employers’ main concerns when hiring a new employee – 1) Can you do the job? 2) Who are you? 3) Will you fit in at the company? 4) What will you cost us? — and supply potential interview questions that will answer those matters.

Porot and Haynes cover questions from the most standard (”What are your greatest achievements?” and “Do you prefer to work alone or in a group?”) to the most challenging (”So?” and “Have you approached any other organizations?” and “Would you like to sit in my chair one day?”) and give suggestions and fill-in-the blank options of how you might answer each.

For example, the authors give five sample answers that you can adapt to your situation and personality to the question, “Why do you think you have the potential for this job?”

• I know my potential, and I can tell you that I plan to enrich the company in two areas. (Mention two areas in which you are 100 percent sure you can add value.)
• I can answer that positively for two reasons. (Mention two examples or facts as proof.)
• My three strongest qualifications for this job are ______, ______ and ______.
• Based on the information you have shared with me today, I can say that I have the potential as well as the enthusiasm and persistence that you would expect from someone working for your company.
• I have encountered situations and challenges in my previous jobs that are similar to those involved with this position and I have a successful track record. (Elaborate on one.)

But I don’t think you should read this book before your interview. I think you should read it before you even apply to jobs. “Why?” you ask? If you review all the questions as a job search exercise, the information you discover and the answers you craft can be used in your cover letters and help you discover holes in your resume. All that in a purse- or backpack-friendly size.

There is one question that I take issue with: “What is your favorite Web site and why?” This wordsmith and bibliophile whould have liked the question to read: “What is your favorite book and/or Web site and why?” (Hint to anyone who ever interviews for a job with me.) Otherwise, as Chelsea Handler would say, I give this book … my blessing.

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