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Over 50 and applying for jobs? Read this first

Job-hunting is never easy, but for older workers looking to return to the workforce after retirement, it can be daunting. However, according to RetiredWorker.ca, following a few simple tips will help ensure your application ends up on top of the pile. “A job application has one purpose: to get you the interview,” says Sarah Welstead, Managing Partner and co-founder of Retired Worker, Canada’s largest employment website designed specifically for older workers. “A successful application is one which piques the potential employer’s interest and isn’t overloaded with irrelevant information.” According to Welstead, 38, older job-seekers can improve their chances of getting an interview by following these simple guidelines:

1. It’s a resume, not a memoir: “Older job-seekers often have 35+ years of work experience behind them, and it can be hard to whittle it down,” says Welstead. “But detailed information about your job as a bookkeeper in 1982 is irrelevant - so don’t let it take up more than a line or two.” Your resume should be 2 pages or less.

2. Follow the application instructions: If the job advertisement says that you should apply online or by email, but you phone, fax or mail in your application instead, you’re making yourself stand out - but not in a good way. “All you’re doing is making it look like you can’t follow simple instructions,” advises Welstead.

3. Make it clear which position you’re applying for: Many companies have several job openings for which they are recruiting simultaneously, and receive hundreds of resumes per week. An application which clearly identifies the position stands a better chance of getting to the right place. “If the hiring manager can’t figure out what job you’re applying for, s/he will simply move on to the next applicant.”

4. Don’t forget the ‘cover email’: “One of the most common mistakes we see among older job-seekers is the assumption that emailing their resume obviates the need for a cover letter,” Welstead reports. “But hiring managers say that a well-written covering email often makes the difference in getting the interview.” Include the position for which you are applying; why you’d make a good candidate, referencing your skills and experience; and that your resume is attached. But keep it brief: 200 words or less.

5. Use a common file format when sending your resume: “Most employers prefer to receive resumes in Microsoft Word format, with the .doc extension,” comments Welstead. “However, if you don’t have Word, you can also use PDF or RTF format. Submitting resumes in obscure or outdated file formats increases the chances they’ll go unread.”

Welstead’s final word of advice? “A job application is an advertisement for a product or service - you. Like all advertising, the goal is to attract attention quickly and favourably, and encourage the person seeing it to take action - in this case, call you for an interview.”

Today, every job seeker should include a current reference list as part of their career portfolio. There are many questions I am often asked about reference sheets and what they should include. So, I have prepared some suggestions to assist you in updating your reference list to ensure your references work for you.

First I must begin by saying that references do not belong in a resume. The list should be available in a separate document. Secondly, a reference or line somewhere on the resume saying, “References are Available Upon Request” or something similar this, is also not necessary. If and when the hiring manager is in need of your reference sheet it will be asked for. Having the sheet ready in duplicate, along with your other career documents, and in an organized portfolio and available for your interview or next networking meeting illustrates your motivation and the importance to you in finding a new job.

Your reference sheet should include four to six contacts. Each contact should be relevant to your current career goals and should be able to reflect on achievements of your past. The references should be professional associates of some kind. One “friend” with credentials is usually acceptable. The contacts should be made of employers, co-workers, staff members, past employers, internship employers, college professors, association or volunteer leaders, and department heads.

Contact names that come from current or past employment don’t always need to be immediate superiors. It might be a better choice for the position you are seeking or because of unfavorable history to use someone you worked closely with such as a district manager or other superior that you reported indirectly to. Including one or two co-worker references is a good way for potential employers to see whether you related well with coworkers, or were a team player who got along with colleagues. These references can provide a clue to your dependability, work ethics, organizational skills and more.

When deciding on your contact list always ask for permission before putting anyone on your list. Inform them of they type of job you are looking for and make sure they have no hesitation or conflict in being a contact for you. Provide clear guidelines as to what would and would not be appropriate information to share. Many contacts although trying to be helpful, can get carried away during the referral and say too much. Develop a written outline with skills and achievements, projects, experiences you would appreciate the contact to mention. Make them aware that you would rather them not elaborate more than what you’ve asked of them. You want your references to work for you, preparing your contact is your best defense. On your reference sheet each contact should include name, title, company, address, and phone number.

As you progress through your job search keep your references aware of your progress. If you know they will be contacted soon send them a quick email or give them a quick call to prepare them. Once you have found a new job don’t forget to send each of your contacts a hand written note of thanks or offer a small gift of appreciation. Even if the contact was never used during your job search it is still a nice to thank them for their willingness to assist you and is very professional.

Expect potential employers to contact those on your reference list. Also expect them to verify your college information, title information of some or all jobs from your past even if they are not on your reference list. Other checks that occur regularly are licenses, certifications and other qualifiers; projects you worked on, volunteer work, and military backgrounds. I have even heard of an increase in personal credit checks of potential employees. This is why it is so important to be honest in your career documents; usually it is grounds for immediate dismissal if you have been found falsifying information.

Lastly, be aware that the next time you are in the market for a new job; make sure you complete the referral collection process all over again. Don’t assume old contacts will want to be on your list again or that they will be the right fit for future job searches. Be prepared and keep your references aware to ensure they are working for you.

Kris Plantrich is the owner of ResumeWonders Wrtiting and Career Coaching Services. She is a Certified Professional Resume Writer (CPPRW) and a Certified Employment Interview Professional (CEIP). Kris has written hundreds of resumes and offers cover letters, professional bio’s, reference lists, thank you letters and other related documents. Other services offered include professional assessments, online resumes, resume distribution and posting. She is a member of PARW/CC, CMI, and AORCP.

Freelancing is wonderful because it thrives in a recession, or in a booming economy. It just thrives for different reasons.

In an expanding economy, it thrives for all the obvious reasons: companies are spending money - on advertising, marketing, consulting, etc. This means work for everyone - full-time and freelance professional.

3 Reasons Why the Freelance Industry Thrives in a Recession

In a recession, the freelance industry thrives for three reasons:

(i) Because companies are laying off. BUT, work still has to get done. As there are fewer full-timers around, the services are independent contractors (freelancers) are relied on.

(ii) This also saves companies on employee overhead (ie, office space, healthcare, etc.). And,

(iii) Disenchanted, laid off workers start businesses. Many take severance packages and pursue a long-held dream to start their own business. Or, they just may be so fed up with being laid off “yet again,” that they vow never to work for anyone else again (been there, done that).

And, as they can’t afford to hire full-timers, many of these entrepreneurs turn to freelancers. To make a go of any type of freelance endeavor, you have to market, market, market. To illustrate how and why this important, consider this:

A Conversation with an Internet Marketing Firm Executive

Recently, an an executive at an internet marketing firm in Ann Arbor, Michigan expressed the problem they’d had in located an experienced SEO writer. She said they do a lot of stuff in house, but had been looking for a freelance SEO* writer they could outsource projects to on a regular basis. She went on to explain the trouble they’d had inf finding skilled SEO writers were always happy to receive queries from those with this kind of experienced.

Two things to take away from this:

(i) Market regularly. Work will come in months later, which means your pipeline will always be full. This is why many freelancers live a feast and famine existence. They stop marketing when they get busy. When you do this, you have to ramp up again (eg, start marketing) and wait for the work to flow in (hence, a dry spell).

(ii) Learn the basics of SEO. It’s still a new, burgeoning field and you have a real chance to establish yourself before it gets too crowded.

Can you really make $2,000/week as an SEO writer?

It’s not as hard as you think. The work comes fast and furious. If you target the right industry with the right service, it’s extremely possible because it is such a new field and not many know how to do it yet.

So, if you’ve been wanting to take the plunge, do some planning and jump on in. The freelance waters are always warm and welcoming!

*FYI, SEO stands for search engine optimization.

May be reprinted with the following, in full: Learn how I started making $250+/Day writing SEO articles — in less than three weeks! Read case studies of those who are doing it here. You can work from home as a freelance writer in your PJs, getting assignments via the internet. I do it every day. All you need is a computer and an internet connection to get started.

So you’ve recently started searching for jobs in your field and have discovered an opening that matches your qualifications and career goals to a tee. The only problem is that you’re not sure how to create a specific resume for this job.

Don’t be discouraged if you feel this way. In all honesty, you are probably already one step ahead of those who believe that updating a resume is accomplished by adding the most recent employment/school/skill information where appropriate, saving the changes, and sending it on its way. Of course, you’ll need to dig deeper to create a great job-specific resume. So let’s look at a few ways you can get this done.

Study the Job Posting for Keywords

One great way to make the prospective employer feel that you are truly qualified for the position is by studying their job posting. By doing this you can find company-specific skills, job titles, jargon, certifications, and other keywords to be included in your resume.

For example, if you are applying for a position in healthcare, you might notice words like “imaging” and “pharma” show up in the job posting. It is a good idea to add these and other relevant words to your resume because they apply widely to the field. Likewise, if you’re in marketing, you might find words like “branding,” “campaigns,” and “trade shows” within the posting. These are also relevant and can be included to populate your resume with great keywords.

Visit the Company’s Website

Once you’ve studied the job posting for relevant keywords to use in your resume, it is a good idea to visit the company’s website. There you can learn even more about how the company’s goals can fit in with your specific career goals.

Some important information to look for on the website includes the company’s values, mission statement, and even their organizational culture. This information can help you better describe who you are, what you’re looking for, and how you think you can enhance their business with your skills and personality.

Strategically Combine Action Words and Keywords

Using action words in your job-specific resume is just as important as incorporating the keywords you’ve found through the job posting and website. In fact, the action words and keywords work together in your resume to create a picture of the type of employee you are likely to be.

For example, if you were responsible for the success of a major ad campaign at your previous employer then try to describe it by saying that you “developed and executed an intense 9-month ad campaign with the marketing team that resulted in a $1.2 million year-end profit increase.” The action words in this example were “developed” and “executed” and the keywords were “ad campaign” and “marketing team.” Using these action words along with others like created, planned, organized, recommended, advised, and trained - and of course your relevant keywords - will help you write a great job-specific resume.

Creating the right resume for the right job can result in you securing the position of your dreams. So take your time, do your research, and most importantly, have a good time writing a great job-specific resume.

Heather Eagar is a former professional resume writer and is passionate about providing working professionals with current, reliable and effective job search tools and information. Check out reviews of the top Resume Services in the industry at http://www.resumelines.com

Many people question the differences among resume services, and it’s no wonder: the Internet is bursting with companies that claim to make you “look good” with a minimum of investment.

Considering that you’ll spend more waking hours on your career than any other activity (with your salary riding on this decision!), it makes sense to thoroughly check out these services.

Ensure that your efforts result in a powerful resume that opens doors by looking for a writer that offers:

1) - Verifiable Credentials. Certification is a MAJOR distinction between dedicated professionals and “hobby” writers. Becoming a Certified Professional Resume Writer (CPRW), Certified Expert Resume Writer (CERW), or Nationally Certified Resume Writer (NCRW) requires a candidate to pass a rigorous exam judged by industry experts-with a high failure rate.

Some companies claim certifications that haven’t earned them, so be wary. Verify CPRW, CERW, or NCRW status by visiting the associations at their online portals (Google for Professional Association of Resume Writers, Career Directors International, or the National Resume Writer’s Association) to search for the writer’s name and credentials.

2) - Samples. Look carefully at resume samples to discern the extent of the writer’s business knowledge. A clear strategy should be evident on each resume, plus a keen understanding of the industry and career goal.

If the writer won’t show you sample work, consider moving on to another.

3) - Actual Recruiting/Job Hunting Experience. True resume experts couple their professional training with REAL-WORLD experience as a hiring manager or recruiter.

You can also look for corporate experience on BOTH sides of the hiring table; former job hunters offer a valuable perspective that cannot be learned in other ways.

4) - Dedication to Ongoing Development. Here’s a tip: writers who achieve the strongest results tend to belong to at least one professional career industry association.

With participation in these organizations, most members avail themselves of continuing development opportunities to learn the latest strategies that will deliver results for YOUR resume.

5) - Published Work. If you pick up a resume book on Amazon.com or at your local library, chances are it contains the work of a select few writers compared to each other WORLDWIDE by the publisher.

In other words, resume writers who have had work chosen for publication are among the cream of the crop.

6) - Guarantee. Look closely at the type of guarantee or other verification of quality offered by a resume writer. Do they stand behind their work?

If so, this means that you, the customer, will receive an expertly crafted document that is fully tuned to meet a hiring manager’s expectations.

7) - Professional-Level Pricing. This may seem like an odd criterion, but think about it: writers who charge less than $200 are literally telling you that they either unwilling or unable to devote sufficient time to your project. Many will simply reformat your information without an in-depth consultation.

Make no mistake about it: a masterpiece resume that truly markets your strengths requires critical analysis of your goals, PLUS content.

A skilled writer will take presentation, keywords, and information placement into consideration, plus possess knowledge of your field. It’s a time-consuming process!

Keep in mind that many excellent resume writers exist, along with a few who may fall short of your expectations.

Your best bet is to carefully assess each company’s credentials and offerings–since your future earning power and career happiness will depend on it.

A unique resume authority and former recruiter, Laura Smith-Proulx, CCMC, CPRW, CIC of An Expert Resume has achieved a 98% success rate landing interviews for fast-track professionals. In addition to published resume work, Laura has authored “21 Insider Resume Secrets to the $100K+ Job of Your Choice.” A Certified Professional Resume Writer, Career Management Coach, and Interview Coach, Laura maintains active membership four industry associations. If you’re ready to empower your job search, get Laura’s FREE 7-Part E-Course on “The 7 Biggest Resume Mistakes That Can Keep You From a $100K+ Job… And How to Avoid Them.”

Job hunters may face new sort of interview

The average worker over 35 will job hunt every five to eight years (those under the age of 35 every three to five years). Though most would agree that interviewing well is critical to securing a good job, a surprising number of job hunters are poorly prepared for the interviewing process — with predictable results.

Prospective employers have all heard the same claims: “I’m a self-starter, an excellent communicator, leader and I work well with others.”

These general claims are no longer good enough to land a good job.

Job seekers today need to provide proof of their ability to do the job successfully.

Prospective employers know there is no greater predictor of potential future performance than past performance; they want solid examples — beyond your resume — of your past performance.

Eighty percent of companies today are using “behavioral” interviewing, which may be new to anyone who hasn’t been on a job interview recently.

Using this technique, interviewers ask potential employees open-ended questions designed to elicit specific examples of how you performed in the past.

Typically, employers identify a laundry list of specific qualities, skills and competencies that applicants must have to succeed in the open position. Examples might include displaying good judgment under stress, being a team player, demonstrating initiative and creativity or being able to resolve interpersonal conflict effectively.

The interviewer then asks questions to determine if the candidate can prove their proficiency with past work examples of the desired skills and qualities.

Job hunters who truly want to nail their interview opportunity need to anticipate these kinds of questions for the specific position they are seeking. The next step is to identify and prepare the best examples from your past to demonstrate success using these skills and competencies. Here are some examples of common behavioral-style interview questions:

* Tell me about a workplace conflict or challenging issue with a co-worker and how you resolved it.

* Give me a previous work example that demonstrates your initiative (or creativity).

* Tell me a work story that sums up why we should hire you.

* Describe the most difficult work situation you ever encountered and the process you used to resolve it.

Another interviewing trend is for prospective employers to ask candidates to imagine a difficult situation they believe the candidate will likely encounter in the new job. They pose the challenging scenario and then ask the candidate how they would respond. For example: “Imagine you have an irate customer on the phone yelling at you for an error, how would you handle it?” Some will even present scenarios and ask candidates to role play.

The “deer in the headlights” look to just about any question posed during a job interview typically won’t land you a good job. Preparation is key. Give some thought to how you will answer these kinds of questions in advance. Better yet, invest in yourself with a career coach to help you prepare.

Results and your ability to communicate your past achievements will positively impress prospective employers. Quantify your achievements when possible. Bringing samples of your work into an interview (portfolio, Web site links, strategic plan examples, etc.) can help you stand out as a doer and achiever. Many job hunters use memory discs as a “leave behind” with work samples.

Prospective employers are looking for those who can demonstrate they go the extra mile — like being fully prepared for a professional interview. Prepare well, do your research (on the company and the position) and leverage the available professional resources to help you secure what might be the most significant opportunity of your career. Maureen Moriarty is a professional accredited executive coach, organizational development consultant and leadership development corporate trainer. She is the founder of Pathways to Change and offers leadership development courses and coaching to local companies and individuals. Web site: pathtochange.com. She can be reached at 425-837-9297.

It ’s no secret that corporate downsizings are stressful. A recent study found that employees over fifty who lost their jobs involuntarily more than doubled their risk for heart attack or stroke. (Journal of the Royal Society of Medicine 7/2006) The outlook isn’t any rosier for those who remain. According to a Finnish study, survivors of a major downsizing doubled their risk of heart attack, with the risk growing to five times normal after five years. (British Medical Journal 2/2004) Apparently, keeping one ’s job just to be overworked and under-staffed may be even more risky than getting a pink slip.

A downsizing threat triggers our biological flight or fight mechanism. “It ’s nothing personal,” organizations try to assure their staff, “It ’s simply a business decision.” But a business decision to terminate employment impacts employees in very personal ways. It affects family, financial security and, perhaps most importantly, personal identity. When we feel like we’re losing control, our stress level shoots through the roof. During a downsizing, decisions about our careers are being made without our input. Reclaiming control seems all but impossible, but reclaiming control is exactly what we must do to protect our health and our careers. Understanding what we can control helps reduce the stress and allows us to put our lives and dreams back on track.

Asset Inventory

The first thing that a business professional should do when a layoff looms is to conduct a quick but thorough inventory of assets. Like a business, an individual has a portfolio of financial and intellectual assets that requires regular maintenance. It ’s these assets that provide the bridge from the here and now to the next professional situation. What new skills might increase value immediately? What areas of expertise need to be refreshed? What degrees or certifications would build overall value? What adjustments can be made to improve financial health?

Intelligence Analysis

Rumors run rampant during a downsizing. An Australian study conducted on the rumors that circulated in a hospital during a major layoff identified them as a coping mechanism that allowed people to express their deepest, darkest fears. (Eastern Academy of Management 10/2006) In other words, rumors are more accurate expressions of fear than facts. Developing a good intelligence system that can separate fact from fiction is critical. The best way to vet an intelligence source is to verify information through a variety of avenues. Developing good information sources provides useful communication that works both internally, regarding the organization, as well as externally, regarding job market opportunities and allows a business professional to exercise good strategic decisions instead of knee-jerk reactions.

Support Coalition

All professional transitions require a broad network of support to be successful. This is true whether the transition is a job search, a promotion or a new entrepreneurial adventure. It ’s never too early to start building a business coalition. In fact, the last thing a business professional wants to do is to touch base with a key contact only when they need something. Building a business coalition involves regularly supporting the agenda of others. Some believe that business coalitions are built on country club golf courses or in smoky back rooms. That might be true, but coalitions are not built with golf balls and cigars. Coalitions are built by understanding and supporting the agendas of associates. This can be done in lunchrooms, at water coolers, in the hallways and at the PTA potluck. Never miss an opportunity to contribute to the success of a co-worker, subordinate, boss or neighbor. The career you save may be your own.

Career Focus

Are you doing what you love or would you rather be doing something else? For all the fear, discomfort and angst that accompanies a layoff, it has been my experience that an unexpected termination is often the spark that ignites a stalled career. Change is coming so why not use its momentum to move out of your rut? Focus on what you really want. What would it take to live your dreams? Start putting your plan together. As I often tell my clients, “If you can tell me what you want I can show you how to get there.” If you were living your dream before the layoff, chances are very good that you will be living that dream at another location fairly soon. If you were never that satisfied with your job, now is the perfect time to put together a solid plan for achieving your dreams.

The best survival tactic for a layoff is recognizing that it ’s your life and you are ultimately the one in control. Although it is tempting to turn your career over to an employer and hope that hard work and dedication will pay off, the current riff of mergers, acquisitions, layoffs and downsizings would seem to indicate that that course of action is just too risky for both your career and your health. Decide what you want, inventory your assets, gather the intelligence you need to make good strategic decisions and build a thriving business coalition to support your dreams. You are the one in control of your own professional journey.

About the Author
Pat Faber-Garey, Worklife Agility Coach, brings two decades of workforce transition management to bear in helping business leaders take advantage of change. A published author, her 2006 book GREAT JOBS FOR GRADUATES: 90 Days to the Career of a Lifetime, is used as a university textbook. She is a regular speaker and industry source on workforce management and human resource development topics. Extreme Agility, LLC

Video resumes? Not there yet Not quite.

Video resumes not the boon to employment as expected

Only a couple of years ago, Internet trollers were predicting that video resumes were the wave of the future for job applicants.

The colorful, visually striking and varied short videos that provide information similar to what you might find on a written resume — but glowing in full color and some with musical backgrounds — were expected to become standard practice, some predicted.

Cut to today: They haven’t really made significant inroads in the way job-seekers find employment. Reasons include the expense and technical difficulty of producing video footage, and reluctant employers with limited viewing time, according to employers and those in the video business.

And, as one young Yale student learned after his boastful resume on video drew mockery from Internet viewers all over the world, it can backfire.

One local video production company has seen little traffic from video resumes. “We just haven’t had any requests yet,” said Matthew Pierce, owner of Parrish’s Home Video Studio, which provides a variety of video and DVD services to customers.

And local employers have seen few if any.

“We don’t use them,” said Bob Beck, owner of Staffing Professionals, Inc., of Lakewood Ranch, which works with hundreds of applicants, primarily filling jobs in the office administrative field. Neither does Tropicana Products, Inc., the giant Bradenton juicemaker.

A survey done last year by www.vault.com, a career Web site, found that 81 percent of employers and hiring managers had never seen one. Only 2 percent said they had seen them often.

“People are talking about it and thinking about it, but it’s still new,” said Michael Erwin, senior career adviser for CareerBuilder.com, a Web site based in Chicago that has attracted as many as 25 million visitors in a single month.

“I don’t think they’ll replace paper resumes, you will still need a paper resume, but in some industries, it may show your creative side, help you stand out from other people,” said Erwin. “If you’re going to do a video, you must make sure you’re doing it professionally, and that the industry (you’re applying to) would embrace a video resume.”

Ad agencies or public relations firms might be receptive but accounting or law firms might not be, he said.

“How many have we done? It’s kind of a hit-and-miss thing,” said LaJuan Pruitt, owner of Premier Video Productions Inc., of Bradenton. “We’ve done a couple through the years, we’ve been in business 18 years now. It’s not a real common thing.”

She said her company did one for a young golfer training at IMG Academies who planned to send it to colleges in hopes of winning an athletic scholarship. Others were made for actors auditioning for a part and for someone who wanted to appear on a television reality show, she said.

“Video is not cheap, that’s the problem. It’s not something anybody in the world can just walk in and do. We try to make it look as professional as possible,” Pruitt said. Her firm charges $100 per hour for filming, $125-$150 an hour for editing and then it’s extra for animation or music.

However, it is possible to find them cheap or free.

“Our site is offering them for free,” said Erwin, of CareerBuilder.com. “On our site, if you want to post it, it costs you nothing. Our business model is we charge employers to post jobs and look at your resume. For the jobseeker, it should be a free service.”

John Villarreal, a northern California business consultant, uses a video resume on his own Web site to help elicit more work.

“It comes down to marketing yourself. If you don’t market yourself, who will?” he asked. “If someone didn’t know you, why would they want to? Or better yet, why would you want them to? Make that point fearlessly, effectively, repeatedly, and back it up with facts, specific examples of your abilities and successes,” he said.

Of course, there is the specter that your efforts might hurt more than help, as in the case of Yale student Alexsey Vayner, whose 2006 video resume entitled, “Impossible is Nothing,” became a notorious Internet joke.

Vayner sent his video resume to a New York firm, only to have it forwarded by e-mail all over the world, where it garnered international disdain. Various writers alleged its claims were fake, criticized its puffery and mocked shots of Vayner dancing and playing tennis. It even inspired a parody, “Impossible is the Opposite of Possible.”

“That’s something jobseekers have to remember,” Erwin said. “In this world of the Internet, things don’t get taken off the Internet.

“He (Vayner) actually got everyone talking about video resume, he shined the light on it,” Erwin laughed. “Maybe this is something we should all be doing.”

Sara Kennedy, Herald business reporter, can be reached at (941) 748-0411, ext. 4500. A video resume should be short - less than two minutes - and highlight your creative side. It should show you in the best light.

- Focus on what is interesting about you as a person, worker, or your business, and why the viewer should care.

- Be professional. Remember that your resume might end up on the Internet. (c) 2008 Bradenton.com and wire service sources. All Rights Reserved. http://www.bradenton.com

We know many people struggle with interviews though they are the most experienced and best qualified for the job.

When you are invited to an interview it means that the hiring manager believes you may be a good match for the job opening, and he or she wants to know for sure. The interview is used to determine whether you are qualified for the position.

Sharing too much information with your co-workers is an office no-no, and sharing too much personal information during the interview is an entirely different blunder.

Linda Lopeke, a career advancement expert and creator of SmartStart Virtual Mentoring Programs says, “The No. 1 risk of offering up too much information is losing out on the second interview,” If you say something that inadvertently touched the interviewer ’s hot buttons, you’ve automatically characterized yourself as a bad fit for the job.

A candidate who can answer questions in a way which is acceptable, but not necessarily right, to the interviewer, someone who knows something about their potential employers business and the post they hope to fill. These are really the basic components of any candidate who ‘interviews well’.

“You always want to leave them wanting just a little bit more of you,” says Lopeke. “Employers are looking to hire people who generate goodwill for the company and who make a good first impression on those they meet.”

Things that you can safely talk about at the interview are things like, your goals. About what you want in your next assignment and what inspired you to apply for the position. “This is the ‘what you want, why now, why them’ conversation,” Lopeke says.

Furthermore, talk about what motivates you, excites you, what brought you to that particular industry and what attracted you to that specific employment opportunity.

Also, “Relate the highlights of your greatest professional achievements to date without exaggerating or pontificating,” Lopeke says. Additionally, You can and should talk about the things you’ve done up to this point to invest in yourself and your professional development.

Secondly, things that you should talk about at the interview with little bit caution are thins such as, vacations, allergies, pets, all skills. If you can chat about a past vacation in relation to the company, it might be OK for your interview.

“For example, if you know the prospective employer is a big supporter of Habitat for Humanity and you vacationed in the same spot where a new housing initiative was just built, it could work for you,” Lopeke says.

But, if you’re bragging about the six month trip around the world you took during your unemployment, you should probably refrain.

Talking about allergies can also go in both good, and bad direction. “If the interviewer is suffering from allergies and you do too, it could be a bonding moment,” Lopeke says. But, “if you use the moment to declare you’re allergic to stupid people, you’ll get tagged as arrogant.”

Similarly, Talking about your pet friends at home can work for or against you. Dogs and cats shouldn’t get you into too much trouble, but exotic or high-maintenance companions can be perceived as an issue.

As well, It ’s not necessary to possess every quality the employer has put on its wish list. If you mention only a couple of skills, it shows you have both initiative and growth potential.

“It also lets the interviewer feel there is something the company can offer you as well. Reciprocal relationships are the most satisfying,” Lopeke says.

Finally, things which you should never talk about at your interview is about Lifestyle choices, politics, religion, family plans, endless name dropping, your health history, house problems, nanny drama, rehab trips, and your past bosses from hell.

“Controversial topics may make for stimulating conversation but an attractive employee does not stimulate water-cooler frenzy among the masses,” Lopeke advises.

You can establish that you know some of the same people as the interviewer to build rapport, but don’t think you’re upping the ante by upping the volume.

“While you may know certain people who work for the company already, you don’t always know how they are perceived by their employer,” Lopeke says. “If they’re on the hit list for any reason, you could be painted with that ‘birds of a feather’ brush instead of being evaluated on your own merit.”

Stay away from your health history mental and otherwise. “You’re supposed to be positioning yourself as dependable and reliable; not as a candidate likely to spike the bell curve on benefit-related expenses,” Lopeke says.

Employers don’t want to know much about your life except as it relates to what you’ve done professionally and what you’re likely able to do for them.

Lastly, no prospective boss wants to hear a litany of “boss from hell” stories. They’ll hate you for it. About the Author

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