Career Resources and Advice for Experienced Workers

By Matt Ferguson, CEO of CareerBuilder.com

Employers and workers alike are on edge as the economic struggles that began in 2008 have extended into 2009 and will likely last into the upcoming second quarter. A new survey from CareerBuilder and USA Today and conducted by Harris Interactive examines how employers are viewing head count and how employees approach their careers.

During the previous four months, the United States lost 2.6 million jobs, but now employers are focused on retaining their talent. “The Q2 2009 Job Forecast” found retention is a higher priority than hiring.

Employers are taking a wait-and-see approach to hiring, but there are those who are still seeking new employees. In the second quarter, 64 percent of employers expect no change in their numbers of full-time employees. They are, however, focused on preserving top performers in order to control expenses and find new revenue streams.

Quarterly hiring

Although hiring isn’t as strong as it has been in recent years, some employers are still looking for new talent. Thirteen percent of surveyed employers said they increased their number of full-time, permanent employees during the first quarter. Meanwhile, staff levels remained the same for 61 percent of employers. Another sign of the recession’s impact can be seen in 26 percent of employers reducing headcount during the first quarter, while only 13 percent did so last year.

In the second quarter, however, 14 percent of employers expect a decrease in head count. An equal percentage intends to add full-time, permanent employees in the second quarter. A majority (64 percent) of employers won’t lower or increase personnel at all.

Layoffs

Employers reduced their head count more in the first few months of 2009 than in the same period last year, but the second quarter looks more favorable for workers. Twenty-two percent of hiring managers reported layoffs at their locations in the first quarter, up from 11 percent in 2008. Twelve percent expect layoffs in the coming quarter and 64 percent expect none.

The forecast also finds that human-resources managers have a positive outlook for their companies, as nearly half believe the economic stimulus will improve their ability to get more business. Once business improves, 23 percent of these managers intend to rehire workers who have been laid off due to the economy.

Compensation in Q2 2009
As expected, tighter budgets have prevented employers from offering significant pay increases and resulted in pay reductions for some employees. Only 42 percent of employers expect salary increases for full-time, permanent employees in the second quarter, a decrease from 70 percent in 2008. However, 46 percent of employers expect no change in pay levels and 7 percent expect a decrease.

Of the employers who will offer a raise, 29 percent believe the amount will be between 1 and 3 percent. Twelve percent expect salary increases of 4 to 10 percent. Only 1 percent of employers think the amount will be 11 percent or higher.

6 employment trends for employers and job seekers

The Q2 survey not only revealed patterns about hiring and layoffs, but it also showed both employers and employees are reprioritizing their workplace plans. These six employment trends emerged from the survey:

1. Trimming perks and benefits

In an attempt to stay afloat until the economy calms, companies are looking for temporary opportunities to reduce costs. One solution is to cut some or all perks and benefits offered to employees, which 42 percent of employers did in the first quarter of this year. In the second quarter, 32 percent expect to do the same. Bonuses, 401(k) matching and health-care coverage are the three most affected areas.

2. Upgrading talent rosters

Slower hiring cycles have given employers an opportunity to replace lower-performing workers with top talent that wouldn’t otherwise be available in a healthy economy. Job seekers in sales, accounting and finance, retail and customer service are the candidates benefiting most from these hiring practices.

3. Postponing retirement

Workers nearing retirement age have decided to adjust their plans in light of the economy’s impact on their long-term finances. Of surveyed workers over 60 years, 60 percent said they will put off retirement. Seventy percent of these workers think they will need up to six years to recover their lost savings, while 10 percent fear they will never regain the financial security needed to retire.

4. Transferring skills

When workers are ready for a career switch, they can look for their transferable skills to help them make the move. Of workers who were laid off and have not found work, 73 percent said they are looking for jobs outside of their chosen profession, either due to a desire to change or a lack of available jobs. Fortunately, 69 percent of hiring managers said they are willing to hire a job seeker who doesn’t have experience in a specific field but does have transferrable skills.

5. Relocation

Thirty-nine percent of workers who were laid off and have not found work would consider a new city or state for a job. Employers are also willing to expand their search for talent, as 25 percent of hiring managers are willing to pay for the right job candidate’s relocation.

6. Returning to the classroom

Education continues to be a resource for workers looking to increase their marketability to employers. Twenty-one percent of all surveyed workers are going back to school for formal degrees, certifications and refresher courses.

Matt Ferguson is the CEO of CareerBuilder.com. He is an expert in the state of the job market, employment trends, hiring practices and workplace issues.

By Rachel Zupek, CareerBuilder.com writer

Working for $10 an hour as a Starbucks barista is not exactly where Teresa Fritschi, 48, pictured herself at this stage of her career. Especially not after working as an award-winning communications specialist and earning more than $300,000 per year.

After being unemployed for almost three years before taking on the position at Starbucks as a fallback, Fritschi says that although her lifestyle has changed dramatically, she feels blessed to have a job at all.

(more…)

When I get stressed out, I eat. These days, it seems like all I feel is stress – personally, financially and professionally. Obviously, I had assumed that I wasn’t alone in either of these situations but my assumptions were confirmed by a new survey on weight gain in the office, released by CareerBuilder.com.

One-in-ten workers report increased snacking during the day due to concerns over the current economic situation and 43 percent of workers say they have gained weight in their current postions.

A quarter of employees report they have gained more than ten pounds and 12 percent say they gained more than 20 pounds while in their present positions. Comparing genders, women are more likely (48 percent) than men (39 percent) to say they have gained weight at their current jobs.

(more…)

Thanks so much for all of the feedback in response to our post from a few weeks ago, Use Your Age to Your Advantage.

Many of your comments had to do with age discrimination, lack of jobs for older workers and dealing with the “overqualified label.” At first, I thought, this is crazy — it’s hard for EVERYONE to find work, not just baby boomers.

Then I saw this statistic: According to the AARP, on average, laid off workers age 55 and over are now unemployed for 25.2 weeks versus 20.6 weeks for younger workers. Employers often worry about older workers learning new skills, their salaries and how long they’ll stay on the job.

It’s unfortunate and unfair that employers make assumptions about employees based on their age or experience. Unfortunately, such is the case and we can’t change it. You can only control your own actions and not the actions of others, so keep doing what your doing and keep faith that it will pay off soon.

In the meantime, here is an article about dealing with the overqualifed label.

Working for $10-an-hour as a Starbucks barista is not exactly where Teresa Fritschi, 48, pictured herself at this stage of her career. Especially not after working as an award-winning communications specialist and earning more than $300,000 per year.After being unemployed for almost three years before taking on the position at Starbucks as a fallback, Fritschi says that although her lifestyle has changed dramatically, she feels blessed to have a job at all.

“It has been a lifesaver,” she says. “Of course I am continuing to look for work more in line with my experience and expertise, but living in an attitude of grace and gratitude for this job has helped me overcome any lacking I might feel.”

Diane C.** lost her job as a corporate controller in September 2008. After two months of unemployment, she took a part-time job driving a limousine to help make ends meet, though she says she can’t count on it as regular income. Diane, 43, has eliminated all non-essentials like cable and home phone service, joined budget plans with utility companies and put her two children in state health care. While she enjoys meeting interesting people along the way, she still feels frustrated working a job that’s a step down from her qualifications.

“[There's a] feeling of inferiority because I am seen as only a driver or chauffer when in reality, I am an educated individual,” Diane says. “When clients ask if this is my only job or what else I do, I can tell them my area of expertise and most of the time they continue the conversations in a more educated manner and ask financial or business opinions.”

Fritschi and Diane are just two of millions of successful, educated people who’ve found themselves affected by the economy. With the unemployment rate at its highest at 8.5 percent and 5.1 million jobs lost since the recession began in 2007*, many people are taking “bridge jobs,” or jobs for which they are overqualified, to just to stay employed.

Rachel P.**, for example, worked in Web content production for a public-service media company when the company instituted a wage and hiring freeze in July 2008. She was told her position might be eliminated in August, so she began job searching and accepted the first position that came along to avoid a gap in employment.

The job, as an administrative assistant for a university department, pays several thousand less than her previous job and only requires a high school diploma. The bachelor’s and master’s degrees Rachel earned were irrelevant, even a hindrance, in the interview process.

“I was told that I was overqualified during both of my interviews for my current position,” she says. “Although feedback from my managers has been positive, I do not feel proud of my work here. I thrive on innovation and mastering new material; core strengths that are not utilized in my current role. I’m mindful of the fact that I am not adding to my portfolio or skill list and I struggle with how to compensate for this.”

Applying down
Rachel’s feelings are one of the major problems with “applying down” for a position, according to Duncan Mathison, contributor to “Rebound: A Proven Plan for Starting Over After Job Loss” (FT Press). Just because you apply to a job that’s lower on the org chart or requires fewer credentials, doesn’t mean you’re guaranteed to get it, he says.

Problem is, when you find you didn’t get that job either, your thoughts turn to self-destructive conclusions about yourself.

“[A thought like,] ‘I must really be a loser if I can’t get a lower-level job,’ is really a job search energy killer,” Mathison says. “Depending on your career track, [applying down] can also really set you back significantly in lifetime earnings and career progression. The assumption, right or wrong, is that you will be unmotivated, unhappy and leave in a heartbeat if you get a better position. They also assume you won’t like the pay.”

Joe Covelle, 47, faced opposition concerning his education when he began looking for work after he left a financial position due to health issues. Aside from 20 years experience, he completed undergraduate work and also earned a master’s in management. Now working full time at Home Depot and starting his own career-development business, Covelle says he had to take the master’s level information off his résumé so as not to look too educated or experienced during his job search.

“Home Depot [is] getting an exceptionally educated person with advanced emotional intelligence and people skills for a pay level of an entry-level person,” he says.

The upside to applying down
There are many people out there working jobs for which they’re overqualified, but not all of them are unhappy with what they’re doing. In fact, in many cases it’s just the opposite.

“People are taking on bridge jobs because they need work and surprise, surprise — some of these jobs are actually fun,” says Beth Ross, a career coach. “The fulfillment comes from the enjoyment, sometimes the lack of competition around the job, [and] the thrill of trying something new.”

Mitch Drew recently took a position as an advertising sales representative at a Canada-based TV station where he was formally a sales manager. While it’s a step down from his old position at the company, the 46-year-old is content at the moment.

“I am extremely tired of looking for work and want to take a break from interviewing. The rejection is hard to take,” he says. “I have more time, less stress and going through the exercise of having less income has had its upside.”

When Joy S.**, 33, was let go from her job as the director of a pro-bono legal services program for a social service provider, she took on a nanny position. She found that working with children was a breath of fresh air from her lawyer lifestyle.

“Lawyers take themselves pretty seriously and kids are a great antidote for that,” Joy says. “As a lawyer, I worked like a lion to protect my clients and I always have, but I dealt with profound misery on a regular basis. I found my time with the kids to be healing in a way. I enjoyed their wide-eyed wisdom.”

Lessons learned
Despite pay disparities, responsibility adjustments and a few frustrations, those who have taken on a fallback position must take it seriously, Ross says.

“Learn, grow and don’t burn any of the bridges in the job itself. Lifetime learning is essential today,” she reminds. “Stay open to the possibility of developing and expanding a brand-new career. Take this opportunity seriously, for you never know where it is going to go.”

*According to the most recent unemployment numbers released by the Bureau of Labor Statistics on April 3, 2009.

**Names have been changed to protect current occupation

Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

Many baby boomers probably thought they would never have to job search again. You worked for the same company for 20 years; or maybe you’ve been enjoying your retirement. But now, you’ve been laid off or find yourself needing to work again to make extra money and you’re running into a problem: The process has changed.

If your job seeking skills are a little out of practice, follow these tips from the experts to find your footing in your next search:

1. Get focused
It’s a new world out there and you need to get organized. Start by conducting a personal career inventory, suggests Markell Steele, career counselor with Futures in Motion. Analyze your abilities and pay attention to transferable skills, current interests, personality traits, interests and key accomplishments.

(more…)

It’s been 26 years since Rick Hingst, 54, has looked for work. Kama Linden, 39, hasn’t job hunted for 10 years. And Diana Macfee, 40, has been out of the work force for 12 years.Now each of these people is joining the ranks of millions who are returning to the work force after a several-year hiatus.

For such reasons as getting laid off, working after retirement or returning to work after a period of stay-at-home parenting, those who have been absent from the job search for a long time are finding themselves running into a problem: The process has changed.

“Many people who are jumping back into the job market, especially after they have taken a hiatus, need to get clarity on their core value propositions, who they are as leaders and how they can best convey this through their résumés and in a job interview,” says Greg Selker, president and CEO of Selker Leadership, a retained executive search and leadership consulting company.

Easier said than done.

Times, they are a changin’
Let’s be honest – job searching is not what it was 10, 15 or even two years ago. Despite what’s going on in the economy, job seekers are bombarded with changes in technology, social networking sites, virtual career fairs, advice blogs and more.

The Internet has indeed added a whole new dimension to the job search for Hingst, who accepted an early retirement offer in November 2008 after 24 years of service. But, he says he doesn’t know if it’s necessarily better.

“It is a handy tool for doing research on companies, careers and seeing what jobs are available out there, but it can also eat up a lot of your time and yield no results,” he says.

He does say he likes that the Internet allows him to reconnect and network with people on social networking sites like LinkedIn.

Macfee, who’s returning to work after staying home to raise her daughter for the past 11 years, agrees that online networking has made her job search more productive and — gasp! — more enjoyable.

“Today, job seekers have an amazing support tool [through] online networks. [They] can research or [ask questions about] a company through various social media tools and determine if the company is a right fit before submitting a résumé or engaging in a string of interviews,” Macfee says. “Job seekers, recruiters and industry professionals can easily connect through social media and offer resources to one another, leads and tips.”

Ultimate challenge
Though changes in the job search over the years have given workers some advantages, they have also posed several challenges.

After learning that the fitness company she works for is cutting the classes she instructs, Linden has applied for numerous jobs in her field. Her search has come up short, as she’s found that all the relevant jobs require more schooling and loans that she just doesn’t want to take out.

Hingst finds that getting through to actual people in the company is the biggest challenge he’s facing. Additionally, he says it’s maddening not hearing anything back from employers as to why he wasn’t hired.

“It is frustrating when you apply for a position and you receive no feedback as to why you were rejected,” he says. “Was I overqualified … or did they just not like the font style on my résumé?”

Markell Steele, career counselor with Futures in Motion, says that a common problem she sees among out-of-practice job seekers is their lack of focus and the tendency to keep their options wide open.

“They don’t want to limit themselves and think that by being open to anything they will catch the most opportunities. They also think this will show them to be open-minded and flexible,” she says. “Rather than demonstrating their expertise and breadth of knowledge, they demonstrate that they know a lot about a little.”

Eric Barron, president of Eric Barron Live, says a pattern he’s seen among rusty job seekers is how poorly they are able to clearly articulate how the new company will benefit by hiring them.

“They need to pay less attention to the details on their résumés and focus more on making a connection with the person doing the hiring. They must be able to get to know you and the personality strengths you bring to the position,” Barron says. “Remember, human beings are still doing the hiring, where emotions can play a major role. Those that take the time to bring their qualifications and personality to life will have a clear advantage.”

If your job seeking skills are a little out of practice, follow these tips from the experts to find your footing in your next search:

1. Get focused
It’s a new world out there and you need to get organized. Start by conducting a personal career inventory, Steele suggests. Analyze your abilities and pay attention to transferable skills, current interests, personality traits, interests and key accomplishments.

When his job search yielded no results, Hingst took stock of everything he’s done throughout his career, his accomplishments and abilities. He put together a PowerPoint presentation to help develop his résumé and ended up with another way to sell himself by posting the presentation online.

2. Get organized
Information overload calls for you to get organized. You need to stay focused and pursue what works, says Steve Davies, president of PerfectJob Software. He suggests recording your job search: For each saved piece of information, record what job, person, company or task it is for and why it’s important. Additionally, you should track what works, checking which résumés, job sources and referrals result in interviews. Finally, set time limits, he says. Social sites are great for research but can absorb the day.

3. Be flexible
“Remain open to all possibilities, even if the job title, salary and benefits may not be exactly what you hoped for,” says Max Messmer, chairman and CEO of Robert Half International and author of “Job Hunting for Dummies, 2^nd Edition.” “Once you get your foot in the door, you will have a chance to prove yourself.”

4. Work with a professional
“Staffing professionals can be your eyes and ears in the job market,” Messmer says. “Recruiters also provide useful feedback on your résumé and interview skills, and help you locate full time and temporary jobs.”

5. Get connected
The Internet has changed the job search and created many opportunities for job seekers to showcase their expertise, Steele says. Employers also have easier access to qualified candidates.

“Increasingly, recruiters are using tools such as Twitter, Facebook, and LinkedIn to indentify candidates. If you’re serious about your job search, you need to set up complete, professional profiles and get connected to opportunities.”

Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

A new CareerBuilder.com survey suggests that maybe, just maybe, the economy is starting to get better.

Forty-one percent of workers who were laid off from full-time jobs in the last three months reported they found a new full-time, permanent position while another 8 percent found part-time work, according to a survey from CareerBuilder that included 807 workers who were laid off from full-time jobs within the last 12 months. The survey was conducted between February 20 and March 11, 2009. (more…)

CareerBuilder and USA Today released its latest job forecast today. What we can’t tell you is when the job market is going to turnaround, but what we can tell you is what’s top of mind for employers and what may be going on or planned for in your workplace in the second quarter of 2009 (April -June).

The good news? Only 14 percent of employers plan to increase headcount in the next three months. The bad news? Another 14 percent plan to reduce headcount. The good and bad news? 64 percent of employers expect no change in headcount. Translation: This group isn’t planning on layoffs, but they aren’t planning on hiring, either. They are taking a wait and see approach.

(more…)

Anthony Balderrama, PrimeCB.com writer

In any situation — a bar, the subway, a movie theater — you don’t want to be that guy (or gal). There is no strict definition of what it means to be that person, but usually it refers to the person who stands out for all the wrong reasons.

In a bar, it’s the guy who won’t stop hitting on you.

In the subway, it’s the woman who eats a cheeseburger and fries, filling the entire car with an onion aroma.

At the movies, it’s the patron who leaves her cell phone ringer on.

Wherever you are, you don’t want to be that person. Especially at work.

Of course, at work you’ll find plenty of bad traits. The gossip, the chronically tardy person, the kiss-up and everyone else you try to avoid. Perhaps the one type you want to avoid (hanging around and being) more than any other is the negative person. The negative person hates everything. Every task is too lowly; every meeting lasts too long; every co-worker is too dumb. Nary a word passes through his or her lips that’s not dripping with sarcasm.

If you realize that you are this furrow-browed employee, the chorus of sighs and complaints, accented with eye rolls, will earn you the worst reputation of everyone. And whether or not you’re aware, your boss will notice, too.

First impressions count
One reason interviews cause job seekers so much anxiety is the need to make a favorable first impression. Although qualifications make up the bulk of the hiring decision, employers are also looking at the kind of attitude you display to determine whether or not you’d be an asset to the organization. Lauren Milligan, host of the business radio show “Livin’ the Dream,” advises job seekers to temper any negativity they have involving their previous jobs.

“During an interview, a common question posed to the candidate is, ‘What problems did you encounter in your previous job?’ A negative employee will use this time to talk about their boss, co-workers, job functions — anything that didn’t sit quite well with [him or her],” Milligan says. “Don’t do that! A positive employee will see this question as a chance to talk about a difficult situation and how they turned it into a good experience.”

The clichéd business advice of bringing your boss solutions, not problems, is actually true.

“Negative employees think of how problems affect them while positive employees think of how they can solve a challenge,” Milligan says.

Everyday behavior
Of course, maintaining an upbeat attitude for 30 minutes or an hour during an interview is far easier than fighting off grumpiness every day. You’ll probably have to vent once in awhile because some days will be bigger pains than others, and few people would hold that against you.

Habitual negativity is a problem because it can quickly become your trademark and overshadow any accomplishments. And in a tough job market, when workers are feeling stressed and employers consider trimming head count, you don’t want to be remembered for being the local sourpuss.

“In this recession, people are having to do more with less — that’s just a fact,” Milligan says. “If you’re the employee that complains about clients or the workload or the commute or the manager — and you seek out opportunities to talk about your misery — this will definitely pose a problem with your employer and co-workers.” Just as damaging can be your tendency to arrive late and leave early.

Helen T. Cooke is the marketing director of Cooke Consulting Group, where she coaches and teaches clients about team development. She agrees that behavior affects others’ perceptions of us.

“The nonverbals will always prevail if we’re trying to mask negativity. For example, the employee makes a comment that sounds OK but the facial expressions and/or body language make it clear that she or he isn’t on board,” Cooke explains. “If you are not feeling enthusiastic in general, consider what is within your control, primarily, and secondarily what is within your ability to influence. Make positive changes in those two arenas.”

In your quest to compensate for a lack of enthusiasm, you don’t need to become the resident cheerleader, either. Your boss will probably sense insincerity if she tells you to report at 7 a.m. tomorrow for a meeting and you react with a cheer of approval. Learn to say, “Sure,” without emitting a long sigh as you walk away.

Remember, people do talk
Not everything you do should be dictated by other people’s opinions, but when you work in a group environment, you can’t ignore their influence on your career either. If every smile you flash to the boss morphs into a disgruntled rant to a co-worker, word of your attitude will get around. Some bosses might dismiss it as gossip, but others will take it to heart.

According to Cooke, a manager who senses that negativity is permeating the workplace will likely address the issue, which could hurt the naysayer’s salary increase, bonus or chances for promotion.

“Management realizes that they can maximize their productivity and therefore their bottom line by cultivating a healthy, robust organizational culture,” Cooke says. “Negativity can poison the air in the workplace and create a downward spiral for the workers. This is exactly what is not needed during already challenging times with the current state of the marketplace and the economy.”

Milligan agrees with Cooke, and points out that most bosses hearing about a negative attitude will distinguish between petty gossip and a sincere concern about morale.

“No one likes a tattletale, whether it’s in grade school or the workplace,” Milligan explains. “However, if an employee’s attitude is causing enough of a problem to where it needs to be addressed, than it becomes the manager’s job to properly deal with it. Sometimes managers aren’t in a position to witness negativity coming from their staff, which is why the motives of the ‘messenger’ must be taken into consideration. A good manager who is cued in to the team will certainly not want one person’s attitude affecting everyone else.”

Remember that not every aspect of a job will be fun and exciting. And sometimes you will want to roll your eyes when the boss isn’t looking, but make it an exception, not a habit. After all, you don’t want to be that person.

Anthony Balderrama is a writer and blogger for CareerBuilder.com. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

Anthony Balderrama, PrimeCB.com writer

Here’s how every job seeker secretly hopes his or her search will go:

8:00 a.m. You see an ad for the job of your dreams: close to home, makes use of your skills, offers the right pay.
8:05 a.m. You apply for the job.
8:07 a.m. The hiring manager, out of breath, calls you. “We must have you. The CEO said to pay whatever you ask for — we need you on our team ASAP!”
8:10 a.m. After you give your demands (a high salary and access to the company jet), you’re faxed the job offer.
8:15 a.m. You head out the door to your first day of work. (more…)

Joe Turner, the “Job Search Guy”

While it’s true that not all employers will be gung-ho about hiring, or even retaining, older workers in the coming years, the overall statistics might well be on your side if you’re 50 or older. The limited numbers of younger generations simply will not match the rising need for workers over the next 10 years.

This means that employers will be forced to look at alternate labor sources. Sure, they can outsource, further automate or contract their staffing ranks, but this will not suffice in all cases.

The plain fact is that you hold many advantages over your younger colleagues, but you’re going to need to play your age to your advantage. If you have a few years under your belt, here are four tips to use age as an advantage in your job hunt:

Go on the offensive

Too often, older workers think they have to apologize for their years of actually working. Remind yourself that you’re experienced, not old; you’re seasoned, not over the hill; you’re here and now, not history. It’s all about spin and reframing, so drop the apologies.

You may be older, but you’re not stupid and you’re not dead. Use your savvy to sell against youth and inexperience. There are benefits to being older, like having wisdom, common sense and a long work record of accomplishments that you can translate into benefits to the employer. In other words, sell your track record. During the interview, take advantage of your successful work history and draw from those successes to meet the needs of the employer.

Sell results, not years

Realize that hiring managers today are looking for results, not years. Talk the language that an employer understands and appreciates: return on investment. Instead of citing 20 years of experience, identify the benefits to the employer and put them into monetary terms as much as possible. Back up your accomplishments with facts that are benefit-based. Sell them from the perspective of the result and how it benefited your present and previous employers.

Money talks and it talks loudly. Here’s some good news: Money can trump age. As an employee, you either make money or save money for your employer. If the hiring manager doesn’t see your value in one of these two categories, then you don’t want to work for this company. In this recession, if the company isn’t concerned about its bottom line, then it may not be around for long and isn’t a viable option for you anyway. Get as close to money as you possibly can through the language of your accomplishments, and list them on your résumé.

Wear just one hat

While you may have accumulated experience in a number of areas, don’t confuse the person reading your résumé with all the different roles and jobs you performed over the years. Focus only on the job title for which you’re applying. Tell the hiring manager what he wants to know and nothing more.

Most likely you’ve worn many different hats during your career. If any of your duties and experiences don’t directly address the job title’s requirements, don’t emphasize them. In fact, remove them from your résumé entirely, if possible, as they will only give employers another reason to screen you out, and you don’t want that. This is your story. Tell it your way. Magnify only the aspects of your background that are relevant to your target objective. You want to focus your résumé to reflect yourself in the most positive, powerful ways possible.

Modify your résumé

Take another look at your résumé. Ask yourself, “Would I hire myself for this position?” Spin your story in your favor by reworking your résumé to emphasize your strengths. Make sure everything on it relates in some way to your desired job objective. Drop older job titles. You generally shouldn’t need to show more than 10 years of work history. Any prior work is most likely irrelevant now and will take the reader off track. Remove obvious road markers, like dates. For example, remove college degree dates and other older professional training dates that may go back more than a few years.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Author of “Job Search Secrets Unlocked” and “Paycheck 911,” Turner has interviewed on radio talk shows and offers free insider job search secrets at: http://www.jobchangesecrets.com.

Tag and Catherine Goulet, FabJob.com

If you are dreaming of a new career in 2009, but worried that the current economy could make your dream an impossible one, the good news is that a career change is possible this year.

Here is a selection of career experts’ best tips for anyone who wants to change careers in 2009:

Ask the right people for advice
“If you’re thinking about changing jobs, the last person with whom you should consult is someone who loves you. They’ll want to hold you tight and protect you from taking any risk.” – Irena Chalmers, author of “Food Jobs: 150 Great Jobs for Culinary Students, Career Changers and Food Lovers”

“Do your friends keep you down? Do your friends consistently come up with reasons why you shouldn’t change careers? A bucket of crabs doesn’t need a lid on it because as one crab nears the top, the other crabs will pull it back down. Sometimes your best career strategy is to begin to hang out with more positive people and limit your time with Debbie Downer.” – Jennifer Loud Ungar, president, Career Moves

“Find a mentor. Contact mentorship organizations and your alumni association to interview (yes, interview) prospective mentors to guide you through your transition. Just because someone has great credentials doesn’t mean they’re going to make a great mentor. They must exude passion for their work and be able to effectively communicate their expertise to you.” – Brian Kurth, founder of VocationVacations and author of “Test-Drive Your Dream Job: A Step-By-Step Guide to Finding and Creating the Work You Love”

Network effectively

“Expand your network inside and outside your company. Many workers are caught flat-footed when they lose their jobs; they have to start networking from scratch to find another position. Smart people keep in touch with contacts in their industry and use their spare time to volunteer for projects that build skills and credibility.” – Candace Moody, WorkSource Corporate Communications

“Schedule a weekly coffee date with somebody new. Contact somebody with whom you would like to build a professional relationship. Call that person and be sincere in your request to simply meet for a short, mutually beneficial sharing of ideas, thoughts and strategies for career success. Ask them questions and listen. For a $3 coffee, you can learn incredible information and build powerful connections for future career opportunities.” – Mark Mikelat, speaker and founder of Building Aspirations

“Join the professional association that serves the job type you want to move to. Get active. Show your character and competence. Listen generously. Absorb the language and culture of your new career cohorts so when you get a job interview you come off like an insider.” – Lynne Waymon, co-author of “Make Your Contacts Count” and co-founder of Contacts Count

Spread the Word
“Activate your network and get the word out. What good is a contact if you don’t contact them? When you are on the job hunt, work the phone from eight to five just like a full-time job.” – David Lewis, author of “The Emerging Leader: Eight Lessons for Life in Leadership”

“Everyone should have a personal business card for networking — they’re relatively inexpensive to have professionally printed. Carry them with you wherever you go — you never know who you will meet where. People change jobs more often than they change residences so if someone has your personal contact info, they will always be able to get in touch with you.” – Donna Cardillo, author of “The ULTIMATE Career Guide for Nurses”

Make a great impression
“In a tight economy there is no room for error. Competition is fierce. Your résumé and cover letter must be flawless — no typos, no form letter, etc. You must be well prepared for all interviews and networking meetings — know the company, their business and current events and have specific questions prepared.” – Lynne Sarikas, director of the MBA career center at Northeastern University’s College of Business Administration

Finally, here is our advice for making a great impression when you are changing careers:

To avoid being seen by employers as a “wanna be,” learn as much as you can about the career before you start applying. Some ways to learn about a new career include: arranging informational interviews with people working in the career, attending meetings of professional associations, taking courses and reading books about the career.

Then get some hands-on experience related to the career. Don’t worry about the job-hunter’s dilemma (to get a job you need experience, but to get experience you need a job). There are ways to get experience before you get the job. In fact, having experience will help you move into the career you want much more quickly at a higher rate of pay.

Ways to get experience before you start applying for your dream job include: volunteer your services (to a department in your company, family and friends, or a nonprofit organization), do an internship (even if you are an older worker), take a part-time, entry-level position or start your own part-time business.

By learning as much as you can about the career before you apply for a job, employers are much more likely to see you as skilled, knowledgeable, experienced and someone they want to hire.

Tag and Catherine Goulet are founders of FabJob.com, a publisher of career guides offering step-by-step advice for breaking into a variety of dream careers. Visit www.FabJob.com to find the guide to your dream career.