Be a STAAR - Help the Interviewer do a Better Job and Stand Out

I’ve been interviewing people for all kinds of positions for the past 25 years and rarely do I see anyone really prepared to answer a “Targeted Selection” question. A “TS” question differs from the standard fare of "what would you do" questioning. TS questions ask you to provide detailed information rather than share your feelings. For example, most untrained interviewers, who are wearing the interview hat for a half-an-hour or so and who aren’t professionally trained interviewers, may ask you something like, “Tell me how you’d handle…[fill in the blank]?” Perhaps...“Tell me how you’d handle a difficult situation.” My answer to them would be, “Tell me what you want to hear and I’ll say it!” This kind of interviewing benefits neither the interviewer or the interviewee.

Burn this acronym into your mind: “STAAR.” STAAR stands for “Situation OR Task” – “Action” – “Achievements AND/OR Results.” A trained interviewer will ask you what are known as “behavioral questions.” They are designed to get you to answer with facts and details. They seek to answer all elements of the STAAR question. They don't elicit your “opinion,” but rather seek out the facts and details of something that DID happen rather than what MIGHT happen.  It gives interviewers a much better understanding on how you WILL handle a situation and it gives YOU a better opportunity to show what you’ve got to offer the organization! It will also make you stand out among your competition who most likely will fall into the, “This is HOW I would handle it” trap. Facts vs. feelings. Which would you prefer to tell your story?

Even when you get (about 80% of the time you will) an untrained interviewer who asks you “feeling-based” questions, you’ll be prepared to give real-life examples instead  You'll have facts, figures, dates, names, times, etc. to paint your pictures and fill in the STAAR. At the end of the interview the interviewer will have pages of specific information to share with the hiring group about you and only a few notes on the "feelings" of those who were ill-prepared to answer STAAR questions with details. Burn this into your mind: Past behavior predicts furture performance.  If I'm interviewing you, those specific details will tell me how you will perform in the future.  I don't need to know, nor do I care about, how you think you will perform.

If you’re asked a question like, “Tell me how you’d handled a tough customer” instead of trying to create an example and think on-the-fly you should have already anticipated this question and, if you’ve practiced, you will be prepared to give a “STAAR” answer. If you’re asked that kind of question you should respond with something like; “That’s a good question. Let me give you an example of a situation that recently happened. One of my customers called me with a complaint about our price [The SITUATION]. I asked him to tell me why he thought our price was too high [The ACTION – ASKING FOR DETAILS - PROBING]. After he explained I shared our value statement and statistics on our high service levels from recent customer surveys. I asked him if he gets the same high-level of service from his other vendors and if he was happy with our service. He said our service, "is the best." He also said it takes a long time to get a call back from our competition. I asked him to compare our service with the competitor’s and he said ours was ‘superior.’ He said he, "loves our service." I then compared our prices to the competition’s and when he saw it side-by-side [ACTIONS – SHOWING] he said the price really wasn’t that much of a difference and he also said its worth the smaller premium to get the great service I, and the company, provide him. When I asked about continuing our relationship he even increased his last order!” [RESULTS]

Do you think the interviewer got the information they were looking for? Of course they did. If they got a “feeling” answer it was going to be just like the other 50 “feeling answers” the other 50 job candidates gave. Your STAAR answer will stand out. YOU, the candidate, helped the interviewer find what they were looking for and it not only benefited the interviewer, but you the candidate.

The key to being successful in and interview is to understand the specifics of the jobs you’re applying for prior to showing up for the interview. Anticipate what kinds of questions you may get so you can practice targeted selection answers. Try to have a STAAR answer for every question regardless of whether they ask for results or your feelings. If you can not use each of the three components of the STAAR then it’s incomplete and invalid data.

Master this and you’ll shine like the STAAR that you are!

By Bob Kinnison.  Kinnison has more than 25 years of professional sales, sales training, management, interviewing and recruiting experience and authored the book "Interview Experts."  He is currently working on his new book, "What Are You Selling?" which provides help on better communication for both your professional and personal life.

Hiring Managers Speak Out: 9 Things That Seal the Deal

One thing about the hiring process is true: it leaves much room for speculation. Whether you got the job -- or you didn't -- most job seekers want to know why. Why were you chosen over the next guy? Or, better yet, why weren't you? Was it your experience, your attitude, your interview answers, your outfit?

While you can speculate for days about all the different things that may or may not have gone your way, we decided to ask hiring managers directly: What seals the deal when you choose to hire a candidate? Why do you choose one person over another? All of their answers will give you some insight as to what you should pay attention to the next time you're up for a job.

Here's what hiring managers had to say about what qualities they like to see:

Initiative
"One of the big things for me is [following] up. If I'm on the fence about a candidate but they take the time to e-mail me and thank me for having them come in, it shows me that they are motivated, tactful and professional. On the other side of the coin, if I interview someone and they are using lots of banal business speak and don't give me any impression of what their personality is like, I will usually pass. I hate when I ask a candidate what their favorite thing to work on is and they say 'everything' -- it leaves me with the impression that they either have no personality or won't speak their mind." -- Keith Baumwald, interactive marketing analyst, Shoplet.com

Preparation
"I know I have a good candidate for hire when they come in prepared with as many questions about the job and company as I have for the candidate -- especially when their questions go beyond just the pay rate and benefits. By showing interest in learning more about what the job opportunity actually involves, it shows that the candidate is just as concerned about this job being the right fit for them as I am." -- Angie Nelson, marketing coordinator, Les Bois, Federal Credit Union

Honesty
"A quick deal-killer for me is people who are trying to answer questions the way they think I want them answered. Honesty in the interview is refreshing. I appreciate applicants who tell the truth without trying to sugarcoat things. I am not as concerned with bad things that have happened in their past as much as how they dealt with those issues. That shows their true character." -- Phil Wrzesinski, owner, Toy House and Baby Too

Confidence
"Confidence is important, but there is a fine line between that and arrogance. I once had a candidate state numerous times he was the one and that no way anyone else could be better. This is not only arrogant, but demonstrates ignorance on the part of the candidate. One does not always know who they are competing with or all of their qualifications." -- Thomasina Tafur, president, Thomasina Tafur Consulting

Values
"When interviewing candidates to join our firm, two things can be deal breakers: attitude and core values. You can't teach attitude, but you can teach skill. A positive attitude, strong work ethic and strong values should trump more experience and skill. I also make sure the candidate demonstrates our company's core values. I ask them to tell me their 'story' of their professional journey. Through their story, I get a better understanding of the decisions they made and the values they have (or don't have)." -- Michelle Roccia, senior vice president of corporate organizational development, Winter, Wyman

Desire
"When a candidate is displaying a true desire to come work for your company, they are often the one you want to hire once you are looking at the finalist pool. The fastest way to end up with a short interview and ruling yourself out from being considered is to arrive to an interview to only lack energy, give short answers and show no excitement to be there." -- James Thompson, vice president of business development, JMJ Phillip

Passion
"When I hire, I hire for 'right fit,' which doesn't necessarily have anything to do with experience or training. A 'right fit' candidate is someone who is aligned philosophically with the company, has a passion for the products or industry, and believes that the kind of work that they do is their mission, not just their livelihood. For example, when I was staffing a green business in Orange County, Calif., I didn't hire the people with the longest résumés and the most degrees, I hired the people who were passionate about the 'green' cause and had demonstrated that in some way in their personal life. What we ended up with were employees who were willing to do whatever it took to make the enterprise successful because they were driven by an inner belief, not by a paycheck. They were engaged at an extremely high level from the first day they walked in the door. I hire for passion, and then train for skills, if necessary." --Barbara Farfan, management and retail consultant, Authentic Communications

"When having difficulty narrowing down a short list of qualified candidates based on their experience, skills, upward potential and education, I tend to put significant weight on the candidate's passion for what we do as a company and how we do it. If the employee can show evidence that they genuinely align with our company values, purpose and mission, the likelihood of success increases tremendously in my opinion." -- Matt Arrigale, vice president, human resources, Schott North America

Creativity
"During the interview process we tend to ask oddball questions and gauge [a candidate's] reaction and the actual answers they give. This will give us an idea as how they will fit with our company and everyone else who works with us. For the upcoming semester we chose one intern over the others solely based on her answer to 'If you were a candy bar, what kind would you be?' She sat for about three seconds but didn't think we were crazy for asking it. She smiled and said 'I'd be a Caramello because they're awesome and hard to find, but when you find them you get a happy feeling inside.'" -- AmyLynn Keimach, Border7 Studios

By Rachel Zupek writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: http://twitter.com/CBwriterRZ.

4 Things That Can Increase Your Chances of a Promotion

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

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

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

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

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

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

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

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

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

By Robert Half International 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.

7 Jobs for Associate Degrees

Associate degrees have suddenly landed on the radars of many people who hadn't given them much thought. Why? The economy, stupid.

Once the recession knocked us all on our backsides, we needed to find a new way to compete in this tough job market. Many people suddenly realized the importance of education when you're trying to stand out. Associate degrees became particularly attractive for several reasons:

· You can typically earn one in one to two years
· The shorter schooling period makes them more affordable
· They can land you a high-paying and in-demand job
· You can obtain one at community colleges, which are often more accessible than traditional universities for many people

If you're someone who thinks a boost in your education credentials could be the ticket to finding the right job, consider one of these professions. Keep in mind that some employers or states require a specific combination of a degree, experience and certification.

Here are seven jobs you can get with an associate degree, their average annual salaries and the amount of workers they're projected to add between 2008 and 2018, according to the Bureau of Labor Statistics:

1. Computer support specialists
Computer support specialists work in IT departments and respond to problems employees are experiencing with different technological equipment -- most often computers. They troubleshoot software and hardware issues. Depending on their specific role in an organization, they might work as technical support or as a help desk technician.
Projected growth 2008-2018*: 78,000
Salary**: $54,963

2. Dental assistants and hygienists
Dental assistants work under the supervision of dentists and perform tasks that prepare patients for the dentist exam or assist with procedures. They are allowed to perform certain tasks but should not be confused with dental hygienists, who perform more involved procedures and undergo separate training.
Projected growth 2008-2018: 105,600 (assistants) and 62,900 (hygienists)
Salary: $38,359 (assistants) and $69,907 (hygienists)

3. Engineering technicians
Engineering technicians address technical issues in a variety of engineering fields and they often assist engineers in the research and development of products.
Projected growth 2008-2018: 25,800
Salary: $52,753

4. Occupational therapist assistants and physical therapist assistants
Assistants follow the instructions of occupational and physical therapists to help their respective patients rehabilitate. They work with patients, record their progress and report a patient's progress to the therapist.
Projected growth 2008-2018: 7,900 (occupational therapist assistants) and 21,200 (physical therapist assistants)
Salary: $42,416

5. Paralegals
Paralegals research and gather information on legal documents, as well as other relevant materials that attorneys need for trials and other proceedings.
Projected growth 2008-2018: 74,100
Salary: $58,236

6. Radiation therapists
Radiation therapists administer radiation therapy to patients based on the instructions provided by the radiologist. They monitor patients' prescriptions and progress to ensure they are in line with what the radiologist prescribed.
Projected growth 2008-2018: 4,100
Salary: $70,512

7. Registered nurses
Registered nurses work in every health-care facility imaginable -- hospitals, clinics, nursing homes and countless others. They care for patients in a variety of ways, including administering medication as prescribed by a physician, monitoring their vital signs and assisting with other needs.
Projected growth 2008-2018: 581,500
Salary: $67,217

*Projected job growth figures based on data from the Bureau of Labor Statistics
**Average annual salary figures based on data from CBsalary.com, powered by SalaryExpert.com

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

40 Top-Paying Blue Collar Jobs

If you turn on the TV, you're probably going to see a character who has one of the following jobs: lawyer, doctor, criminal investigator or generic business professional that requires wearing a suit.

Not that we don't love those jobs (and those shows), but the media in general seems to forget about the millions of workers who are in other professions. To give some coverage to other occupations, we decided to highlight 40 professions that are in one of these industries: construction, maintenance, operations, production and material handling. These careers are typically considered blue collar jobs and are some of the top-earning in each field.

Based on data from the Bureau of Labor Statistics and CBSalary.com, here are 40 top-paying blue collar jobs and their mean annual salaries:

1. Aircraft mechanics: $54,506
2. Aircraft service technicians: $41,604
3. Boilermakers: $50,091
4. Brickmasons: $48,439
5. Carpet installers: $42,682
6. Chemical plant and system operators: $51,464
7. Construction and building inspectors: $51,815
8. Electricians: $55,188
9. Electrical and electronics installers and repairers, transportation and equipment: $44,450
10. Electrical and electronics repairers, commercial and industrial equipment: $49,260
11. Electrical and electronics repairers, powerhouse substation and relay: $60,700
12. Elevator installers and repairers: $66,642
13. First-line supervisors/managers of construction trades and extraction workers: $61,280
14. First-line supervisors/managers of mechanics, installers and repairers: $59,160
15. First-line supervisors/managers of transportation and material-moving machine and vehicle operators: $53,960
16. Gas plant operators: $64,608
17. Line installers and repairers: $54,300
18. Locomotive engineers: $70,116
19. Machinists: $49,626
20. Millwrights: $54,969
21. Mining machine operators: $45,570
22. Mobile heavy equipment mechanics, except engines: $44,300
23. Model maker, metal and plastic: $44,700
24. Nuclear power reactor operators: $73,510
25. Numerical tool and process control programmers: $46,360
26. Petroleum pump system operators, refinery operators and gaugers: $54,950
27. Power distributors and dispatchers: $58,401
28. Power plant operators: $74,061
29. Plumbers: $49,169
30. Radio and telecommunications equipment installers and repairers: $52,650
31. Rail car repairers: $44,981
32. Railroad brake, signal and switch operators: $49,400
33. Rail-track laying and maintenance equipment operators: $44,870
34. Ship and boat captains and operators: $67,730
35. Ship engineers: $50,754
36. Stationary engineers and boiler operators: $50,098
37. Structural iron and steel workers: $47,170
38. Subway and streetcar operators: $55,318
39. Tool and die makers: $48,180
40. Transportation inspectors: $46,984

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

Who Earns More Than The President? - 10 Jobs with better hourly pay

President Obama gets a nice little salary. Certainly some CEOs, entrepreneurs and movie stars are earning millions (and in some cases billions) of dollars, so he's by no means the richest person on the planet with his $400,000 annual salary. And he gets some pretty sweet perks -- a fancy plane, an amazing chef and one of the most famous addresses in the world.

But if you stop to think about all his job entails, he's never really off the clock. Although he and every president take vacations, they can't completely clock out as long as they're in office. Regardless of where they are, the Secret Service is monitoring their every move and they must respond to any crisis that arises. The only other job that requires you to be on call 24 hours a day without fail is that of a parent, and no one's paying you to do that, unfortunately.

We took Obama's salary (not including his perks) and divided it by the 8,765 hours in a year, to figure that he earns $45.63 per hour. Again, not too shabby, but considering what he has to put up with -- constant danger, huge responsibilities, graying hair, people throwing shoes -- it's a tough gig.

Here are 10 jobs that, while very important and demanding, probably don't have the same pressure as that of Obama, and they earn more than he does:

1. Computer and information systems managers are involved in technology administration for a company or organization. They work with leaders to ensure the company is meeting all goals and standards they have set for technology.
Hourly pay: $49.90

2. Dentists perform routine maintenance on your teeth and gums, ranging from preventative treatment to certain types of procedures. In other words, they allow you to smile with confidence.
Hourly pay: $66.54

3. General internists care for and treat adult patients for diseases or ailments relating to internal organs, such as heart or gastrointestinal issues.
Hourly pay: $55.61

4. Judges and magistrates preside over various legal and civil proceedings in order to assign awards or punishment based on the law.
Hourly pay: $59.95

5. Lawyers perform a wide range of legal duties, ranging from acting as counsel in a trial or working on behalf of organizations and corporate to ensure they are abiding by the proper laws.
Hourly pay: $54.35

6. Marketing managers coordinate the promotion and marketing of a product or service for a company. They are involved in all marketing aspects for the company, from the initial brainstorming to the execution of the plan.
Hourly pay: $51.26

7. Postsecondary business teachers teach business courses in college and universities. Their students are typically working toward an MBA, although they might be studying any number of fields.
Hourly pay: $60.92

8. Postsecondary physics teachers instruct postsecondary physics courses at universities and institutions and often perform research, as well.

Hourly pay: $57.76

9. Psychiatrists work with patients to diagnose and treat mental and behavioral disorders or conditions.
Hourly pay: $71.93

10. Securities, commodities and financial services sales agents sell stocks or bonds to investors in exchange for commission. They are in constant contact with customers to see what stocks or bonds might interest them and find out how they want to proceed.
Hourly pay: $53.54

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

Want to Earn a Doctor's Salary with a BA Education?

Everyone wants to earn a hefty salary in their careers and it's no secret that some of the highest paying careers are doctors, dentists and lawyers. It's even less of a secret that those careers aren't easy to come by. They require years of extensive schooling and education -- something that not everyone can (or wants to) handle.

But, don't despair. If you want to earn a lot of money, but don't necessarily want to earn a higher education, check out these 20 careers. Although you won't start out earning six figures, with your bachelor's degree in tow, you can easily work your way up with a goal.

Here are 20 high-paying jobs that only require a bachelor's degree:

1. Chief executives
Salary: $160,440
Education: Many top executives have a bachelor's or master's degree in business administration, liberal arts or a more specialized discipline.

2. Natural sciences managers
Salary: $123,140
Education: Natural sciences managers usually move up to management positions after starting out in as scientists. They may have a bachelor's degree in a scientific discipline.

3. Engineering managers
Salary: $120,580
Education: Engineering managers usually move up to management positions after starting out in as engineers. Nearly all engineering managers have at least a bachelor's degree in some specialty of engineering.

4. Petroleum engineers
Salary: $119,140
Education: Engineers usually earn a bachelor's degree in an engineering specialty.

5. Computer and information systems managers
Salary: $118,710
Education: A bachelor's degree in a computer-related field like computer science, information science or management information systems, is usually required for management positions.

6. Marketing managers
Salary: $118,160
Education: Employers often prefer a bachelor's or master's degree in marketing, or business administration with an emphasis in marketing.

7. Financial managers
Salary: $110,640
Education: A bachelor's degree in finance, accounting, economics or business administration is the minimum academic preparation for financial managers, but many employers now seek graduates with a master's degree.

8. Sales managers
Salary: $110,390
Education: A wide range of educational backgrounds is suitable for entry into sales manager jobs, but many employers prefer college graduates with experience in related occupations. Most sales managers start out as sales representatives with a bachelor's degree in business.

9. General and operations managers
Salary: $107,970
Education: Just like their responsibilities, the formal education and experience required by general and operations managers vary. Most of these workers have at least a bachelor's degree and considerable experience.

10. Human resources managers, all other
Salary: $103,920
Education: A bachelor's degree is typical to break in to the human resources field. It should be noted, however, that many colleges and universities don't offer degree programs in personnel administration, human resources or labor relations until the graduate degree level. This particular salary applies to human resources managers other than payroll and timekeeping, labor relations managers and training managers.

11. Public relations managers
Salary: $101,220
Education: A bachelor's or master's degree in public relations or journalism is preferable for public relations management positions.

12. Judges, magistrate judges and magistrates
Salary: $100,450
Education: A bachelor's degree and work experience are usually the minimum requirements for judges and magistrates. Many workers have law degrees and some are elected.

13. Computer hardware engineers
Salary: $100,180
Education: Engineers usually earn a bachelor's degree in an engineering specialty.

14. Political scientists
Salary: $99,320
Education: Political scientists with a bachelor's degree usually qualify for entry-level positions as a market analyst, research assistant, writer or policy analyst.

15. Actuaries
Salary: $95,980
Education: A bachelor's degree and a strong background in mathematics, statistics and general business are needed to be an actuary. They're also required to pass a series of exams in order to become certified professionals.

16. Advertising and promotions managers
Salary: $94,720
Education: Employers often prefer a bachelor's degree in advertising or journalism, along with related courses.

17. Computer software engineers, systems software
Salary: $94,520
Education: A bachelor's degree is normally required for software engineering jobs, although a master's degree is preferred for some positions.

18. Purchasing managers
Salary: $94,300
Education: Most employers hire applicants who have a college degree and who are familiar with the merchandise they sell and with wholesaling and retailing practices. Workers may begin as trainees, purchasing clerks, junior buyers or assistant buyers.

19. Personal financial advisors
Salary: $92,970
Education: Personal financial advisors must have a bachelor's degree. Many go on to earn a master's degree in finance or business administration or get professional designations.

20. Securities, commodities and financial services sales agents
Salary: $92,050
Education: Most positions require a bachelor's degree in business, finance, accounting or economics. An MBA or professional certification is helpful for advancement.

By Rachel Zupek writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: https://twitter.com/CBwriterRZ.

5 Ways to Shake Up Your Job Search

With 2010 in full swing, things are hopefully starting to look up for those who had a tough time in 2009, professionally or otherwise. While the hope is that those who have been unemployed in recent months have found a job, recent numbers show us there are still a large number of people looking for work.

Out of the 15.3 million people reported to be unemployed in December 2009, 6.1 million have been unemployed for more than 27 weeks, according to the Bureau of Labor Statistics. In December, 4 in 10 unemployed workers were jobless for 27 weeks or longer. That's a long time for anything, especially to be out of work.

This year, try doing things totally different than you've been doing in the past. Write a new résumé, revitalize your cover letters and kick up your job search a notch.

Here are five ways to shake up your job search in 2010:

1. Instead of job searching where you live ... try relocating
We know it's not easy to just pack up and move somewhere for a new job -- we're only suggesting that you think about it. Assess where you are, personally and professionally -- if there's nothing keeping you in your current city, expand your job search to other areas and see what you get. It's no secret that some cities have been hit harder than others, so try looking in thriving areas. It definitely won't hurt.

2. Instead of networking with only friends and family ... try broadening your network
Everyone knows that one of the best ways to find a job is through friends and family -- hiring managers are more likely to pay attention to a résumé from someone they trust than by searching through hundreds of applications. If you've been doing this, but your job search is still coming up short, it's time to cast a wider net. Reach out to former co-workers and managers, old college professors or members of clubs or associations you belong to. Take your job search to Twitter or other social networking sites, so everyone knows you are on the hunt. Become a fan of your desired employer's Facebook page and engage with it.

3. Instead of only applying to "new" companies ... try revisiting old possibilities
You might be hesitant to reach out to companies you have already applied to for fear of seeming impatient or nagging, but we beg to differ. It never hurts to get back in touch with people you've already contacted. You can let them know you are still looking for work to see if they know of anything that might be up your alley, or you can specify the type of position you were hoping to find in their company. Even if you interviewed with an employer, reach out to them and get feedback on why they didn't hire you. If they chose a more experienced candidate, for example, maybe they have an open position that is more fit to your qualifications.

4. Instead of focusing on your strengths ... try strengthening your weaknesses
While you should focus on what things you do well, consider the fact that those aren't the things that need work. After all, it's not like you aren't getting a job because you are so good at something, right? Say, for example, that you know you look good on paper and you get a lot of interviews -- but nothing pans out after that. One might guess that your interview skills aren't up to speed. Instead of trying to "fix" something that works (your résumé and cover letter), try spending more time perfecting your interview skills. Review questions you've been asked in interviews before and had a hard time answering, and work through answers to questions you'll be asked all the time, like "Tell me about yourself," or "Where do you see yourself in five years?"

5. Instead of waiting for a full-time job ... try looking for something in the interim
While most people might prefer to lock down a full-time job, these types of jobs are not in abundant supply right now. Try expanding your search to something temporary or part time. Any kind of work, no matter how many hours you put in, will help you build up your skill set, which can only benefit you in your search for a full-time job. Not to mention, any new supervisors or co-workers that you meet will likely serve as a reference or at least part of your network in the future. Lastly, if you're able to land a part-time gig in an area that interests you and in which you excel, you never know if it could lead to a full-time job.

By Rachel Zupek writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: http://twitter.com/CBwriterRZ.

9 Ways Going to Work Is Like a Trip to the Gym

Not so long ago, when you thought of New Year's you thought of inebriated party-goers singing an off-key rendition of "Auld Lang Syne" while wearing tacky party hats. Today, the horde of new gym-goers crowding your local health club is a sure sign of a new year. Blame it on the countless magazine covers touting "a new year, a new you."

This year, though, we are going to make changes. So in those last seconds of the countdown, we'll gorge on fatty foods and puff cigarettes because our bad habits stop now. Tomorrow we march into that gym and take the first step toward a healthy lifestyle. We hope we don't lose enthusiasm after a few weeks and end up stuck with a membership we never use. If you find yourself fading, remember that you can multitask at the gym and improve multiple aspects of your life. While you're running on the treadmill or doing bench presses, look around for some tips on how to manage your career.

To get you started, here are nine examples of gym etiquette that hold true at work:

Gym rule No. 1: Don't drop the weights.
Work equivalent: Don't tell everyone how stressed you are.
Why? Dropped weights can get damaged or even break, plus the floor gets torn up. If you need assistance, get a spotter.

At work, everyone is busy and no one will have sympathy if you spend more time making a show of your to-do list than actually working. If you need help getting things done, see if someone can assist you. Otherwise you're damaging your reputation.

Gym rule No. 2: Keep a log.
Work equivalent: Record your accomplishments.
Why? Studies have proved that people see better results when they track what exercises they perform, how much weight they use and how many repetitions they perform.

When you've been in the same job for a while, you begin to forget how much you've accomplished. If you regularly note your daily tasks, you'll gradually see the list get longer. By the time you're ready for a new job, you'll have an impressive list of accomplishments to brag about.

Gym rule No. 3: Arrive to class on time.
Work equivalent: Don't be late to meetings (or other events).
Why? When latecomers walk in 10 minutes after class started, they sneak across the room trying to be inconspicuous, but they end up disrupting everyone. You lose track of the instructor's directions and all that time spent situating yourself is ruined when the tardy party asks if you can just scoot over a bit.

You should arrive to work on time, too, and you know that. Too often workers forget that punctuality is just as or even more important for meetings. Everyone notices when you walk in late, which means they're wondering why they managed to adjust their schedule but you were too important to show the same courtesy. Late arrivals might cause a late start and then no one is happy with you.

Gym rule No. 4: Don't hog the equipment.
Work equivalent: Be considerate of your colleagues.
Why? The man who decides to walk on the treadmill for two hours or the woman who parks herself at the abs machine for 10 sets are perhaps the most annoying people in the gym. They inconvenience you and everyone else.

Just as the gym isn't your private fitness center, the workplace isn't your home office. Don't get on speakerphone if it means 30 co-workers will end up hearing your conversation. Don't send so many files to the printer that no one else can use it for an hour. Don't throw your half-eaten salmon from lunch in your trash can -- take it to the break room. In short, be the kind of co-worker with whom you want to work.

Gym rule No. 5: Change up the routine.
Work equivalent: Broaden your skill set.
Why? Performing the same exercise routine every time you go to the gym will eventually lead you to stop seeing gains. You'll stay in shape, but you won't lose weight or build muscle. Your body gets used to doing the same thing and you'll hit a plateau.

If you've held the same position for the last three years and everything you're doing now you learned in your first week, you need to liven things up. Look into seminars, training courses, professional organizations and other opportunities at your company and elsewhere. New skills will make you a better employee (either here or for a future employer) and will prevent you from getting bored.

Gym rule No. 6: Wipe down the equipment.
Work equivalent: Maintain good relationships.
Why? Do you want to use a weight bench if you see a big pool of sweat? No, because it's gross.

If every meeting ends with you screaming at someone or you always resign from jobs by telling the boss just how much you hate her, you're not doing anyone any favors. The moment might have passed, but your reputation and the negative feelings you leave behind won't be forgotten. They might even resurface when a potential employer performs a reference check and decides not to hire you.

Gym rule No. 7: Use a spotter.
Work equivalent: Know when to ask for help.
Why? Serious gym-goers, especially the ones bench pressing twice their weight, know they need to push themselves hard. They also know how dangerous that can be and they won't want a face full of weights when their arms get shaky.

Work can be overwhelming. Maybe you're expected to do much more than is humanly possible or perhaps you voluntarily took on a task that has grown into something more challenging than you expected. If you can recognize when you need assistance -- either a person to help you out or an extended deadline -- you can avoid professional disaster. Your boss will prefer your initiative to you showing up on the due date to say, "By the way, I'm not done."

Gym rule No. 8. Know your goals.
Work equivalent: Know what you're working toward.
Why? If you show up to the gym and have no idea if you want to lose weight, build muscle or condition for a sport, you're probably not going to achieve much of anything. Whether you have one goal or five, if you can identify what you want to accomplish, you can find out the best ways to do it.

Your career isn't that different. Professional goals can be less concrete than gym goals, and they usually take longer to achieve. But mindlessly going through your career without any clue where you want to end up is a sure-fire way to end up doing the same thing for 20 years. Not everyone needs to aim to be CEO or one of the head honchos. A goal can be as simple as improving your previous sales record.

Gym rule No. 9: Don't wear stinky clothes or your junior-high gym shorts.
Work equivalent: Appearance matters.
Why? No matter where you are, stinky clothes are never appropriate. But more importantly, you need to think about what image you're projecting. Your work appearance should align with your company's image and your role. In other words, remember where you're working, what position you'd like to eventually land and that you're not going to a bar. (Unless you work in a bar; then the rules might be different.)

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

Physical Contact at Work: What Are The Boundaries?

When most people think about physical contact with a co-worker, their first thought is about sexual harassment. While most workers know the rules about inappropriate or offensive touching in the workplace, many people don't think twice about other forms of physical contact with co-workers like handshakes or pats on the back.

"The truth is that workers have very different levels of tolerance for physical contact of any type," says Amy Epstein Feldman, general counsel of the Judge Group Inc., a Pennsylvania-based consulting and staffing firm, and author of "So Sue Me, Jackass!" "In fact, because a person's individual sensitivities and need for personal space varies so widely, inappropriate touching -- from a happy slap on the back to a welcoming kiss on the cheek to an angry pointed finger in someone's chest -- are all the subject of complaints to management."

Why should you care? Aside from the fact that you don't want to find yourself unexpectedly slapped with a sexual harassment suit, Feldman says no one wants to be typed as "creepy Bob from accounting" or "desperate Mary" who has to hug everyone who comes through the door.

Read on to learn more about what is and isn't appropriate in terms of physical contact at work.

Inappropriate versus appropriate
Obviously, certain gestures in the workplace are unmistakably offensive or sexual, but many people don't think about other forms of physical contact that might be uncomfortable for others. People do something jokingly, for example, like reaching out and giving a "funny" slap on the behind, without thinking twice, Feldman says.

"There are forms of touching that are rarely considered offensive that can be misconstrued. A boss who pokes his subordinates to illustrate a point is seen as a –bully, but the physical contact plays into the monstrous image. A pat on the back or the shoulder, [or] a two-handed handshake while looking into someone's eyes, can give a co-worker the creeps," Feldman says. "The person who is initiating the contact in no way means to be offensive, but the person being touched is often highly offended. When faced with a complaint, it seems obvious in retrospect that slapping someone's behind was a bad idea."

So how does "inappropriate touching" differ from sexual harassment? Feldman says that sexual harassment is unwelcome sexual conduct in the workplace and that it comes in two forms: quid pro quo and hostile work environment. In quid pro quo, a supervisor bases your job duties on your consent to sexual acts, whereas in a hostile work environment, the workplace is permeated with jokes, gestures, pictures or offensive touching. It becomes a hostile and abusive work environment, even if the conduct is not directed at the person who is offended.

"While inappropriate touching can be a component of either type of sexual harassment, you don't have to be inappropriately touched to be sexually harassed, nor have you necessarily faced sexual harassment just because you've faced inappropriate touching," Feldman says.

What should I do?
If you're dealing with a co-worker whose physical contact with you is bothersome, Feldman suggests being direct without being confrontational. Try a joke ("In my culture that means we're married. Don't make me take you home to meet Mama!") or a nonconfrontational statement ("I'm not a big hugger because it makes me uncomfortable"). If the offender still doesn't get it, Feldman suggests bringing it to the attention of human resources or management.

Here are five boundaries Feldman says to remember the next time you want to high-five or hug your co-worker:

1. Hands off
"It seems too obvious to say, but it's a lesson some still need to learn: The No. 1 rule is to keep your hands off your own or anyone else's private parts in an office. Even as a joke; even 'man-to-man.' You'd be surprised how many people think it's hilarious to reach out and grab someone. NEVER, NEVER, NEVER do that."

2. Know your audience
"Any touching -- even a pat on the back -- before you know someone is too personal for strangers. So make sure that you really know your co-worker before engaging in any physical contact, even a high five."

3. Think about hygiene
"Don't ever shake hands with someone in the bathroom before you've washed your hands. Don't cover your mouth when you cough or sneeze and then shake someone's hand. They don't know how to handle it. And remember that in the swine flu frenzy, a warm smile and a nice greeting ('I'm so glad to see you!') without touching might serve you better in the long run."

4. Remember than not all offensive touching is sexual -- sometimes it's just hostile
"Bullies don't just exist on the playground. Poking someone in the chest while making an angry point, grabbing someone's arm or any other touching done when angry can lead to dismissal if your action is seen as physically threatening."

5. Be sensitive to others' sensitivities toward touching
"Do they lean in when you go to kiss their cheek or do they grimace and move backward? Do they initiate pats on the back or is it only one-sided? You don't need people to avoid you in the hallway because they fear the dreaded 'man hug' you give."

By Rachel Zupek writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: http://twitter.com/CBwriterRZ.

Suck Up To Your Boss Without Being Obvious

Every office has the resident boss's pet, the worker who is all too happy to fawn over the manager's idea, no matter how bad it is. Everyone sees through the act. It's merely a way to stay in the boss's good graces and hopefully earn some preferential treatment.

No one likes this person. Sometimes not even the boss. Sometimes the boss does savor the attention and rewards it. You sit by while attention, promotions and other perks get handed out to the employee most willing to suck up.

If you're not the kind of worker who is willing to wear a fake smile every moment of the day, you can still make a good impression on the boss. You'll earn the right kind of recognition from your boss and maybe your co-workers.

First, here are the wrong ways to suck up:

· You are not 007
Your boss can't be everywhere all the time, and when she's not looking, employees are bound to slack off or air some grievances. That's OK. You don't need to sleuth on her behalf and report. Not only will you lose the trust of your co-workers, but your boss won't be impressed with your duplicity.

· "Is it me or are you getting younger by the day?"
Who doesn't appreciate flattery? People who can sense false flattery, that's who. Compliments don't matter when they're handed out too frequently, because the recipient begins to question your authenticity. Reserve your praise for situations when your boss truly dazzles you and your words will mean something to him.

· Smothering your boss
No matter how much you want to impress your boss, don't monopolize her time. E-mails, pop-ins, reports, meetings -- give her some rest. The way to impress her is to do a good job. Annoying her won't earn praise.

· "LOL You're hilarious!"
Your boss is probably a nice, great person. He might even be funny. Chances are he's not a laugh riot. It's OK to chuckle politely when a joke falls flat, but don't overcompensate. Nothing screams "I'm a big phony!" like someone who sounds like a 1950s studio audience.

· "Do you ever have a bad idea?"
You might not realize that your boss looks to you, her employees, for all kinds of support. She doesn't want to always hear a chorus of "Yes, I completely agree with you" every time she proposes a new idea. Tactful, honest feedback, even when you're disagreeing with the boss, is appreciated and can get new ideas rolling.

And here are the right ways to do it:

· Be a clock watcher
No, not the kind who can't wait to leave work – the kind of clock watcher who cares about being on time. Arrive on time or early in the morning. Don't be tardy to meetings. Don't leave 20 minutes early every afternoon. Show your boss that you're not looking for any opportunity to ditch work.

· "Go, team, go!"
Sure, don't pretend that every idea the boss has is genius, but do give kudos to the ones that are. Give due credit to the boss even if her idea is just a steppingstone for a bigger idea that you have. It shows you recognize others' accomplishments and that you're interesting in maintaining good relationships with your team.

· Cover your ears
Gossip is part of the workplace, and you can't escape it. You can, however, refuse to participate in it. Ignore what you hear and don't repeat it to others. In fact, if you hear something that is false or that can be easily addressed, suggest to the gossiper that he or she discuss the situation with the boss. You might not get credit for being a problem solver, but resisting the temptation to engage in gossip makes for a better workplace for everyone.

· "Here's what I think."
Sometimes bosses aren't as in tune with their employees as they think they are. Meanwhile, you might know exactly what's going on at work because you work more closely with your colleagues. You can tell the boss, "Listen, although you envisioned ABC happening, XYZ is really what's taking place." Because you have a better perspective, you can explain why things aren't working and possibly give your own suggestions. As long as you demonstrate that you're keeping him informed and not trying to do his job or tattle about your co-workers, your honesty will be appreciated.

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.