5 Ways You Could Be Ruining Your Résumé Without Realizing It

Signs are emerging that the job market is picking up, but landing a new position can still be a challenge. The last thing you want to do is sabotage your employment search, and, since your résumé is typically the first impression that hiring managers have of you, it's also the first place where you can potentially ruin your chances.

According to a survey conducted by Robert Half International, executives spend more than six minutes, on average, screening each résumé they receive -- which means every word counts in this critical document.

Of course, no job seeker is going to shoot himself or herself in the foot on purpose. But you might be harming yourself without realizing it. Here are five common mistakes that put you at risk of losing the job opportunity:

1. You don't proofread
Three out of four executives interviewed said just one or two typos in a résumé would remove applicants from consideration for a job. Since your word processing program has a spell-check function, you may think there's no need to review your résumé for typos and grammatical errors. Unfortunately, spell-checkers don't catch words that may be spelled correctly but used incorrectly: For example, if your most recent position was as a corporate blogger, your software may not raise the red flag if you mistakenly list yourself as a "logger." In addition to reading through the résumé yourself, you should also have someone else review it to catch any errors that you may have overlooked.

2. You ignore potential red flags
When reviewing your résumé, imagine that it belongs to someone else. After reading through it, would you have questions about the information provided or be concerned by a lack of details? If you have these thoughts, rest assured potential employers will, too. For instance, one of the biggest red flags is a gap in employment that goes unexplained. Rather than make a hiring manager wonder why you were away from the workplace for an extended period of time, use your cover letter to address why you weren't working and how you continued to advance your career through volunteer opportunities, professional development courses or other means.

3. You exaggerate your qualifications
Some people will do whatever they can to stand out, which includes fudging the details about a job title, the amount of time spent with an employer or a professional accomplishment. If you think that a hiring manager won't try to confirm your qualifications, think again. If you are caught making up information, you not only will lose out on the opportunity at that company but also may permanently harm your reputation. Even a small fib can prove harmful. For instance, if you're working toward a degree that you plan to complete by the summer, don't say you already have the credential.

4. You don't explain yourself
The best résumés use specific language so hiring managers can clearly understand your qualifications and accomplishments. If you say you are "knowledgeable" about HTML, an employer will not know if you use it every day to code Web pages or if you simply know that the acronym stands for Hyper Text Markup Language. Instead of using a vague term, you should explain how you've used your knowledge of HTML for certain projects or to aid your employer, how long you've been using it and if you possess any relevant certifications. Along the same lines, be specific when listing periods of employment, including the month and year for start and end dates instead of just the year.

5. You're too wordy
Sometimes it's difficult to determine what information belongs in your résumé and what can be safely left out. After all, the temptation is to describe any qualification that might remotely tip the scales in your favor. But you might not want to list every accomplishment, skill or project you've worked on. Hiring managers appreciate brevity, so cull the information you include, focusing on the aspects of your work history that are most relevant to the job for which you're applying. If you've had a long career, for instance, you may include fewer details about jobs you held early on that don't relate to your current career path. Omit hobbies, personal facts and other fluff, too.

Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter at http://twitter.com/roberthalf.

Why Do They Ask That in an Interview? - Understanding the meaning behind interview questions

Going into a job interview is difficult enough, but trying to figure out the meaning behind some questions just adds to the anxiety of job-hunting.

Sometimes seemingly simply questions will have a hidden agenda, but more often than not, the interviewer is trying to gauge your true interest in the company and what value you can bring to its work force.

If asked, "Why do you want to work here?" that's a perfect opportunity to show the company you've done your homework. The interviewer wants details -- how does this company stand apart from its competitors, what new products or services are they offering -- and this is the moment to shine by having well-researched answers ready to deliver. If possible, mention something you are particularly familiar with about the company that you can link directly to your own work experience and talents.

Even when asked the inevitable "What are your strengths?" find something in your own background that shows the particular talents you bring to this company's table. Put your strongest qualities into the context of what this prospective employer does and how they meet the company's goals.

Then there's the flip side: "What are your weaknesses?" For years, people have been counseled to envelope their "weakness" in an answer that actually makes it sound like a strength. But job interviewers have heard them all, and those answers tend to sound hollow these days. Rather, choose a time when you had to face a significant challenge or adversity -- without getting too personal -- and tell how you overcame that dilemma and were improved by it. Tell what you learned and how that newfound knowledge benefited you as a professional. People who recognize their weaknesses and show they want to do better are showing a prospective employer they are willing to do their best, even if it means learning from mistakes.

The company wants a team player and an independent worker
When you are asked whether you work better alone or in a team, what they really want to know is how you interact with others and how much direction you need when you're assigned to work by yourself.

If you use time alone well, are you able to keep your boss posted on your progress at reasonable intervals? Are you good at brainstorming in a group, the one who comes up with rapid-fire ideas? Or are you the person who is likely to mold them into a collaborative effort to find a solution for the challenge at hand? Either alone or in a team, you want to convey that you can interact well with co-workers at various levels of authority, but that you're a person who can be productive and come up with answers on your own as well.

Remember, an interview is a two-way street, and that's true where questions are concerned. Be sure to ask questions that show you have researched the company and that you're aware of current issues faced by the company and the industry it's in. You need to show an interest in the company if you want it to show an interest in you.

6 Ways to Get the Job When You're Not the 'Ideal' Candidate

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

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

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

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

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

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

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

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

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

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

Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit http://www.roberthalf.com/. For additional career advice, follow us on Twitter at http://twitter.com/roberthalf.

Job Search Myths

Myths that people believe about looking for a job are many and persistent. The most common ones are these:

Myth #1: A résumé should be only one page.

Absolutely not! The normal length of a résumé is two to three pages (at most). It is fine to have addendum pages such as a list of references or published articles. A one-page résumé is only appropriate for a recent college grad.

Myth #2: If you go on an interview through a contingency or search firm, you cannot speak directly to the person who interviewed you after the interview.

The person who interviewed you is either a decision-maker or an influencer in the hiring process. Ask him during the interview if he minds if you contact him with any questions you may have later. If he says no, be skeptical about his interest or style. After all, you are the person who was on the interview, not the recruiting professional who set up your interview. He or she is also someone you can nurture as a networking contact even if you aren't hired.

Myth #3: If eight people at a company interviewed you, you need to send a thank-you note only to the person you'd report to if you got the job.

Those other seven people took their valuable time to interview you. Of course you should send each one a thank-you note!

Myth #4: You shouldn't take notes during an interview.

Why not? Nobody has a photographic memory while talking, listening, and processing information. Simply ask the interviewer politely if she minds if you take some notes. Obviously, you should use abbreviations or keywords so that you're not concentrating too hard on taking notes and not focusing enough on the conversation.

Myth #5: There is no point in conducting a job search during the summer or in December because companies aren't hiring then.

This is absolutely ridiculous. In fact, during the summer, businesspeople are more casual and "laid back" in their attitudes and approaches. They don't tend to be as immersed in stressful projects. What a great time to approach people! In December, companies may be focused on bringing someone on board before the new calendar or fiscal year. People are in a much more celebratory mood during this time of year, and December offers lots of opportunities for networking.

Myth #6: The most qualified candidate has the best shot at getting a job offer.

Obviously, for most positions, a company needs someone with specific skills and experience. It is also true that many companies still lean toward someone who has worked in the same industry. It is more likely that the individual who fits into the company culture is the one who will get the offer. This means that as a candidate you are accountable for finding out and understanding what the culture is -- the values that shape the company, the way people communicate, and the kinds of people who are respected within the organization. You will not find this kind of information on a Web site or in an annual report. You will find it from talking to people -- the company's employees, vendors, and ex-employees.

Myth #7: Only certain components of a job offer are negotiable.

The two best times to negotiate with a company are when they ask you to join them, and when they ask you to leave. Anything can be negotiated if you are very clear about what you need and want, and can state the reasons why. You stand the best chance of getting your needs met if you put yourself in the company's shoes during the negotiation. Not only can compensation be negotiated but also the work itself, the way you will do the work, whom you will report to, and every other aspect of the job. Looking for a new job requires many skills, and the more you network, interview, and negotiate, the easier the process becomes. Above all, trust your instincts during your job search. As with any relationship, you may have to make compromises. However, there is absolutely no reason that you shouldn't be able to find the right job -- a job that fits your personality and fulfills your needs.

Julie Jansen is the author of "I Don't Know What I Want, But I Know It's Not This." She is a career coach and consultant who is also a frequent speaker at both non-profit groups and corporations through the United States.

Asking For -- and Maximizing -- the Informational Interview

Do all the employees at your dream company have an MBA? What is a typical day like in a big-city newsroom? What types of questions might someone be asked when interviewing for a position in the health-care industry?

If you've got questions about a career, an informational interview might be your ticket to answers.

"An informational interview can help you better understand a career, industry, company, organization or specific position you are potentially interested in by finding out what really goes on behind the scenes versus what you've heard or what you imagine," says Debra Condren, author of "Ambition Is Not a Dirty Word," a career guide for women. "Having a more accurate picture will help you decide if this career target really matches your talents, passion, interests, strengths and weaknesses. It will also inform your choice of education and training."

How to ask
For many people, the prospect of making a blind call to a place of interest can be daunting. It also might not be very fruitful. A better idea is to network your way into an informational interview.

"The best approach is to brainstorm about someone you know who may work in the industry or company you're targeting," Condren states. "Does your parent, brother, best friend, roommate or someone you went to college with know someone who knows someone who would send an e-mail on your behalf asking if it's OK for you to contact them?"

Alumni offices and college career centers also can be good places to turn. James Greeley, director of career services and cooperative education at Merrimack College in North Andover, Mass., notes that his institution routinely provides informational interview services for students and graduates. "The programs are staffed by human resource personnel and hiring managers from a variety of corporations as well as Merrimack College alumni who volunteer to offer their expertise and assistance."

When picking up the phone or writing to someone to set up an informational interview, Condren recommends the following to help things run smoothly:

Mention your mutual connection.

Ask for a precise amount of time. (As in, "I was wondering if I could have fifteen minutes of your time.")

Approach the person with two or three very specific questions. (As in "I'm interested in your opinion on which majors train you best for this field.") It gives the interviewer a preview of what you want to discuss and shows that you have taken the initiative to define what you're trying to accomplish.

Treat it like a job interview
If you are interested enough in a field or a company to set up an informational interview, there is a chance that down the line you might want to use this connection when seeking employment. Make a good first impression by:

Dressing professionally

Treating everyone you encounter politely

Arriving early

Doing your homework; you should be asking for insight, not basic information available on a Web site

Preparing a list of questions that gets at exactly what you want to know

While it may seem that you are the one with everything to gain from an informational interview, remember that companies also can benefit. "We're always looking for top talent, and an informational interview is another chance to meet a potential candidate," says Holly Paul, national recruiting leader for PricewaterhouseCoopers, one of the world's largest professional services firms. "It provides an opportunity for us to share what we do and learn how the candidate might fit into our organization."

Express gratitude
The person who granted the informational interview provided a valuable service and should be thanked accordingly for sharing her time and expertise. While a timely e-mail is considered acceptable by some experts, a mailed note may be better.

"Sending an old fashioned hand-written card will make you stand out," Condren states. "It saves the person who did the interview from having to open one more in his or her daily gazillion e-mails."

Finally, remember to keep the lines of communication open for future contact. How to do this without becoming a pest? Paul suggests that before the interview even ends that you ask how you should follow-up, and then follow that advice. Later, take a moment in your thank-you note to restate your interest in potential future opportunities. A small, but genuine, gesture now can be a building block for bigger things to come.

By Beth Braccio Hering, special to CareerBuilder

Success Stories: I Found a Job after Long-Term Unemployment By Beth Braccio Hering, CareerBuilder writer.

Headline after headline about corporate downsizing and businesses folding can leave you wondering: Is anybody out there actually finding a job?

Yes (though oftentimes not very quickly). Here are three real-life success stories of people who persevered through prolonged unemployment before landing a new position.

Volunteer work leads to paid position
"During unemployment, I became extremely hard on myself, questioning what was wrong with me as a job candidate that would cause my searching to be so fruitless," says Margaret White of New York City, who encountered a not-very-welcoming job market after leaving school in 2008. "I also felt enormously guilty that I was a burden on my family financially. It was stressful not knowing where my future was headed and how I was going to support myself."

Needing a morale boost, White decided to volunteer with Step Up Women's Network, a nonprofit organization dedicated to connecting and advancing women and girls.

"At first I started coming in on an as-needed basis, but during that time, I cultivated a relationship with the program manager," White states. "She started bringing me in more frequently to work on projects. Eventually, I asked if I could come in every day. I recognized that I was gaining a new, invaluable skill set and making amazing connections through the organization, not to mention I was loving the work. Eventually, the program manager left to attend graduate school, and I was the best-trained candidate for the job. I applied, and they hired me!"

Networking proves good use of time
After downsizing in January 2009 left Barbara Cooper without a job, she went to local "job seeker" meetings, registered with various companies on their Web sites and checked job boards. Primarily, though, she focused on networking.

Her efforts paid off a year later when a former co-worker recommended her for an open position. Cooper is now the Learning Center Administrator for Children's Healthcare of Atlanta.

"I knew that sooner or later I would find something, primarily because I had no other choice," Cooper says. "I kept reminding myself that every rejection -- whether it was résumés that didn't get responses or phone interviews that didn't lead to anything -- was one less step between me and my next position. I told myself, since it was taking so long to find another position, that the position that was waiting for me must be really terrific -- and it is!"

Thinking about what you really want -- and finding it
An account executive at a high-profile marketing/advertising agency, Sarah Humphreys of Burlington, Vt., was in shock when company layoffs left her unemployed. Though she admits that at first it was "hard not to take it personally," she eventually decided to make the best of her unexpected time off.

"I was lucky enough not to have to rush back into anything. I reevaluated what I really wanted to do with my career. If I was ever going to change career paths, this was the time to do it. Eventually I came out knowing that account management is really what I love and enjoy doing."

Armed with this knowledge, Humphreys began looking at area companies that interested her and applied for positions that matched what she wanted to do. After many people told her that Dealer.com was a great place to work, she looked at the company's Web site and discovered an opening that matched her career desires. She is now an account manager at this leading provider of online marketing tools for the automotive industry. Best yet, the company hasn't laid off a single employee in more than four years.

Her advice for other job seekers: "Keep looking. It is exhausting, but something will come along. Everything happens for a reason. You will end up finding a company and a job that you love."

5 Tips for Job Hunting in the Twittersphere

Gaining a great deal of support from career industry professionals, recruiters and human resource specialists worldwide, Twitter is revolutionizing how people hunt for jobs in today's economy.

How? Susan Britton Whitcomb, co-author of "The Twitter Job Search Guide," explains: "In the past, you had to go through a maze of gatekeepers to get to the cloistered person in charge of hiring decisions. Now you can have access to them with the click of a Follow button. The ability to level the playing field -- placing you nearly peer-to-peer with influencers, leaders and hiring authorities -- is extremely powerful."

And that's not all. "Using Twitter you can find insight, encouragement, connections, job leads and company insider information in bite-sized messages of 140 characters or less," co-author Chandlee Bryan adds. "You can also get advice from some of the world's most respected career experts on everything from starting your search to negotiating salary. It's like fishing for trout at a pond that's been stocked in advance."

Whether you're job hunting via Twitter now or plan to in the future, there are some key guidelines to keep in mind. Whitcomb, Bryan and co-author Deb Dib offer the following advice for writing high-impact tweets and succeeding in the Twittersphere:

"Active participation is essential," Bryan says. "If you build a community, help will come. Job seekers who get the most out of Twitter use it to expand their networks and achieve a sense of community. They not only ask for help, but also engage with others."

"Be upfront about interests and career objectives," Whitcomb stresses. "We talked to several job seekers who searched for new positions after being laid off. While their individual approaches varied in terms of when and how they chose to advertise their availability, a common theme emerged: successful job seekers were specific about what they wanted. They let others know their skills, strengths and preferred job function."

"Acknowledge that the job search is a relationship-building process -- not an 'I-need-a-job' transaction," Dib says. "The job search is like dating; it takes time to build a relationship. If you ask for a long-term commitment the first time you meet someone, chances are good that you will be disappointed. And so it is with Twitter -- building a strong network that can generate job leads takes time. You may find job listings overnight, but it takes time to grow connections with hiring managers and influencers."

"Be transparent in expressing appreciation and progress," Bryan advises. "While some job searches require confidentiality, many of the job seekers we spoke with used a very transparent approach. This included posting regular updates on the status of their job search, as well as shout-outs to individuals who had helped them."

"Be clear about your brand," Dib says. "Successful job seekers have a distinct brand that helps their networking contacts and prospective employers get a quick picture of who they are, how they work and how their talents would bring value to the table."

By Selena Dehne career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/).