Need some inspiration to make the switch? Here, over-50 career changers reflect on how they made their transition and lessons learned along the way:

Ann Ihms, 50

Before

“I [was] an adjunct professor at Indiana Wesleyan University for six years. Before that I home schooled our three kids all the way through college.”

After

“As of May 2010, [my husband and I were] certified by the Indiana State Department of Health as a drinking water lab. We are a microbiology lab currently testing for total coli forms and specifically E. coli in well waters and swimming pool waters.”

Transferable skills

“My engineering degrees gave me a lot of technical understanding and equipment skills. The home school teaching I have done for my children and science classes for others strengthened my communication skills. I have been able to teach at a college level on a wide variety of subjects. Establishing this water-testing lab is basically an extension of being able to education consumers about basic scientific principles of measurement and data interpretation.”

The “aha!” moment

“My husband’s job was not a sure thing anymore. When we heard about the Kauffman Foundation Tech Venture business classes it seemed like a godsend to learn what we could and plunge forward into owning our own business and becoming more responsible directly for our livelihood. My adjunct teaching job was not profitable anymore because of the price of gasoline during the summer of 2008. Being off a year gave me a good time to prepare for launching this lab.”

Gail Dosik, 56

Before

“I was in designer fashion sales in New York City’s garment district. In my former life I gave sales presentations to small boutiques as well as top the top brass of stores like Neiman Marcus.”

After

“I am the founder of One Tough Cookie Inc., which offers cookie decorating lessons and sells baked goods. I design and create all the cookies and decorate my cakes and cupcakes and handle all the sales.”

Making the switch

“To start my cookie decorating business, the first thing I did was go to culinary school and get proper training. I knew how to bake but culinary school was an important part of re-training myself to think like a professional, instead of a home cook. And having completed the program with flying colors added to my ‘street cred’. Then I went to work in a few bakeries, to learn how to really streamline my movements in the kitchen and get my speed up so I could really crank out the product. Along the way, I learned what not to do, as well as what to do in a business.”

Transferable skills

“Since I came from an industry where aesthetics were key, I felt I had great color and pattern sense, which could easily be translated into creating baked goods that knock your socks off before they hit the taste buds and score a home run.”

Lessons learned

“In the beginning, I used to practically sell my products for less than they were worth because I was scared no one would buy them otherwise. I would lose money because I’d put in so much work only to cover my ingredients, not my labor. With all the experience I’ve gained, I’ve gained ever more in the confidence department. And clients appreciate that I create edible art.”

Alina Dizik

The employment market is still extremely tough, even for highly skilled individuals. The level of competition among job seekers has caused many professionals to consider applying for positions for which they may consider themselves overqualified. Sometimes, this approach may seem like the only way to land a job at all.

You’ve finally scheduled a meeting with that manager you want to impress, and she asks if you can have your discussion over lunch. Sounds simple, right? All you have to do is mind your manners — no elbows on the table, sit up straight, avoid talking with your mouth full — and it’s like a normal business meeting.

Well, not exactly. Business lunches can provide a great opportunity to forge a strong relationship with a work contact or make a positive impression on a hiring manager. The more casual surroundings help everyone involved relax and get to know each other better. But business lunches also are full of potential potholes that can trip you up.

Certainly, it’s paramount to follow the rules of etiquette. But there’s more to it than placing the napkin in your lap and knowing which water glass is yours. Make sure you avoid these mistakes while breaking bread with business contacts:

Don’t rush — or be rushed

Schedule more time than you think you’ll need for lunch. You never know when you’re going to encounter slow service or a wait to be seated. Your dining companions might also want to make it a leisurely lunch, and it’s best to let them set the pace. If you’re in a hurry to get somewhere else, they’ll notice. Scheduling plenty of time is especially important if you’re currently employed and meeting a prospective new employer for a job interview. After all, you want to have enough time to convince the hiring manager you’re the right person for the open position without constantly worrying about getting back to the office.

Don’t be extravagant

Make sure you don’t order the most expensive item on the menu. It can give the wrong impression, especially if you’re not paying. But don’t order a small salad, either, or it might seem like you’re too nervous to eat. Look for something in the middle of the menu’s price range.

Don’t order the spaghetti — or the spinach

You simply can’t make the best impression while you’re slurping noodles and leaving a trail of sauce on your chin. The same goes for getting leafy greens stuck in your teeth. Order something simple like grilled chicken or a rice dish. If possible, make it something you’ve had before, so you know the food won’t disagree with you.

Don’t dis the server

If you’re rude to wait staff, who’s to say you won’t be impatient and unkind to co-workers, too? That’s the impression your dining companions will get if you talk down to the server. Be gracious and polite, even if something goes wrong. If you can shrug and laugh it off when the server spills your coffee, you’ve shown that you can roll with the punches, something that goes a long way with most managers and employers.

Don’t get distracted

Turn off your phone before you enter the restaurant. At the very least, put it on vibrate and stash it in your pocket or purse. Never put it on the table, and by all means, don’t answer it, especially if you’re in the middle of a job interview. It’s disrespectful. Moreover, it’s a waste of time. You have the undivided attention of people who could be important to your career, and you don’t want to jeopardize that for something that can wait until after lunch.

Displaying good manners and behaving courteously at a business lunch can reap great rewards for your career, whether you’re dining with a potential employer, your manager or a client. But don’t forget to also relax and enjoy yourself. When you’re comfortable and upbeat, you put your dining companions at ease, and that can go a long way toward building a positive connection.

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

While some employment opportunities clearly state in black and white what wage an applicant can expect if hired, other positions are grayer in terms of salary. Talking about money with a potential employer might feel a bit awkward, but coming to terms that leave both sides content is crucial. Below, experts offer suggestions on how to prepare for salary negotiations.

Timing

Not wanting to look like they are “only in it for the money,” job seekers are often hesitant to be the one to break the ice on the issue of salary. Is it OK for a candidate to bring up the topic?

“I get asked this question by friends all the time, and the honest answer is that it depends entirely on the position,” says Paul Peterson, national talent resource manager with Grant Thornton in Toronto. “If you are a campus hire, you do not ask up front (first interview) as it can give the impression that you are solely money-focused. For experienced candidates, it’s perfectly appropriate to bring up the topic, especially if you want to ensure that you are at least close in range.”

Anastasia Valentine, a product strategist and career coach from Ottawa, agrees that it is fine to bring up salary during the initial meeting — but not as the first point in the conversation. If the employer doesn’t eventually broach the subject, a tasteful approach is to ask for a salary range.

The dreaded question

Perhaps no question scares candidates as much as “What salary are you expecting from this position?” The last thing the applicant wants to do is sell himself short, but he also might fear pricing himself out of the running.

Jen Rallis, author of “Ugly Résumés Get Jobs,” suggests turning the tables by asking “What salary range are you willing to pay for this position?” Once the employer provides a range, the candidate can simply respond “that’s suitable” if the numbers are in line with his needs.

Likewise, job seekers being pressed for figures can offer the employer a suitable range. To avoid making an uneducated guess, candidates should find out before the interview what similar positions in the field are paying. “Being prepared and understanding market rates for the worth of experience and skills not only demonstrates confidence and preparation, it also keeps the discussion on a factual vs. emotional level,” Valentine states. “This speaks volumes to an employer beyond the request for a specific dollar amount.”

Peterson advises choosing numbers carefully. “Candidates need to remember the cardinal rule when giving ranges: If you give a range, for example 60-75k, the employer generally remembers the 60 while the candidate remains focused on the 75. Be prepared to give a small range.”

Proving worth

Candidates who land offers at the higher end of a salary range are ones who can demonstrate to an employer that they are worth the price. Some ways to do that include:

1. Quantifying past experience. (“My client increased sales by 8 percent after implementing my marketing idea.”)
2. Researching the company beforehand so that you can cater information to its needs. (“I see the company is interested in becoming ‘greener.’ Here are some ways I might be of help.”)
3. Pointing out any extras that set you apart (advanced training, special certifications, knowledge of a second language, etc.).

Reaching an agreement

Ideally, both sides should have similar expectations regarding salary by the time an offer is issued. Yet sometimes there are surprises.

Lisa Martin of Vancouver, a top talent consultant and coach for Lisa Martin International, suggests this diplomatic approach to dealing with an unfavorable offer: “Call back the next day (do not use e-mail or any other electronic format where your intent can be misunderstood) and tell the interviewer all the reasons you’d like to work with the company but that after due consideration there seems to be a misalignment with their needs and the value you bring to the organization. Ask if there is a way to bring the two into better alignment. If there seems to be interest, make a counter offer.”

Rallis agrees that most employers will leave room for negotiation — if not on salary then on other benefits. “Ask if a car allowance, cell phone allowance or extra vacation days are available to compensate for a lower salary.”

Finally, try to view negotiations as seeking a win-win situation for all involved. An employer with enough interest to go through all the stages leading up to an offer has already invested a fair amount of time and energy. The company may be just as eager as you to make things work!

For more news and information on your job search and answers to your workplace questions, visit The Work Buzz and follow CBforJobSeekers on Twitter.

For many professionals, there are two states of being: employed or unemployed. Those without a job spend a great deal of effort trying to secure one by writing résumés, tracking down job leads and preparing for a promising interview. Those on the job focus on keeping it — and usually put aside the activities that helped them find it.

But individuals who see a sharp divide between the job search and the job itself may be putting themselves at a professional disadvantage. That’s because many job search activities can prove beneficial even when you’re employed. Consider the following actions, which can aid your career no matter your present state:

Working on your résumé

It goes without saying that the résumé is a job seeker’s most important tool. So you must keep it in tip-top shape. Before launching your search, update the document with information about your most recent positions and on-the-job achievements. Continue this process as your search progresses to highlight enhancements you make to your skill set or certifications you acquire.

Once you land a new job, don’t slip your résumé into a seldom-used drawer. Update it regularly with new duties and accomplishments. Doing so will save you from having to rack your brain for details about a former project the next time you hunt for employment. It also will prepare you to take immediate advantage of new career opportunities that suddenly emerge.

Growing and maintaining your network

The importance of having a strong professional network when looking for work can’t be overemphasized. After all, those you know can alert you to new opportunities and refer you to potential employers.

But the benefits of networking don’t disappear once you find a job. Connections within your firm can make a big difference in your day-to-day success. Often, close colleagues are invaluable in obtaining approvals, securing necessary resources or simply gaining face time with decision makers. Members of your network also can provide valuable advice when you hit a roadblock at work. Go out of your way to foster these relationships by inviting coworkers to lunch, introducing yourself to people you don’t know at cross-functional meetings and company events, and volunteering for projects that will expose you to individuals in other departments.

Pursuing training options

Improving your skill set is a smart move when you’re looking for work. Whether you enroll in a certification program, attend a single-day seminar, take online courses or volunteer with a local nonprofit, your efforts can help enhance your marketability and value to employers.

The same is true when you’re on the job. Keeping your skills sharp may allow you to advance within your company by preparing you for new projects and roles. Speak to your manager about in-house training classes, tuition reimbursement options and other resources.

Building a name for yourself

One of the best ways to attract the attention of potential employers is to establish a reputation as an expert in your field. The Web can be an excellent tool to help you do so. Commenting on a well-known blog, contributing an article to a local professional association’s online newsletter or using social media to connect with other industry leaders can help you stand above the crowd. The key is to be consistent in your activities — and always professional.

Building your reputation as a leader in your field can be beneficial on the job, too. That’s because your activities — whether you volunteer for a panel discussion at an upcoming conference or serve as president of your local networking group — can help you build new skills and meet helpful contacts. However, don’t forget to focus some of your efforts internally, as well. Volunteering for new projects, offering suggestions for improving efficiencies, consistently meeting deadlines and always producing top-notch work can help you distinguish yourself as a go-to person within your department.

Looking for new opportunities

This activity is, of course, your primary focus when you’re unemployed. But you should keep it top of mind even if you have a job. It always pays to remain tuned in to potential new roles because you never know when the “perfect” position could present itself, with either your current organization or another employer. Keep your ear to the ground and turn to members of your network for leads.

Using job search strategies whether or not you’re employed means that the next time you have to launch a job search, you won’t need to start from scratch. Doing so also can offer some significant career-advancement benefits in your current position.

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

Kelly Global Workforce Index Reveals United States Employees Desire Meaningful Work

Despite the ever-changing conditions of the global economy, many employees are willing to sacrifice both pay and prestige in order to attain more meaningful positions, as they hope to use their talents and skill sets in a constructive manner — by positively impacting the world and those who live within it.

Recently, the Kelly Global Workforce Index, a survey created by Kelly Services, Inc., a leader in providing workforce solutions, revealed that 43 percent of all United States survey respondents were prepared to forego income or status if they were offered positions that allowed them to significantly help or influence other people.

The survey obtained the viewpoints of nearly 14,000 people across the United States, including workers from the Baby

Boomer generation, as well as Generations X and Y. Key findings of the survey included:

Forty-seven percent of Generation Y workers (aged 18 to 29) were prepared to earn lower salaries and to sacrifice their current job titles if they were assured of acquiring more meaningful work.

Forty-two percent of Generation Y workers were planning on looking for new jobs either within or outside of their current organizations during the upcoming year.

In the meantime, 26 percent of Generation X workers (aged 30 to 47) would not choose the same field of work again, if they had an opportunity to re-do their career paths.

Forty-one percent of Baby Boomer workers (aged 48 to 65) believed their career goals were not being advanced within their current positions.

Finally, only 40 percent of all United States survey respondents were anticipating beginning their job hunts during the coming months — the lowest percentage of all country survey averages. Overall, nearly 100,000 people in 34 countries were surveyed.

Employees aspire to fulfill psychological needs and career goals

So, how do you remain motivated to perform to the best of your abilities on a daily basis? What drives you to succeed within your current organizations? What exactly do you need, above all else?

In short, each of these questions can be answered by two words — meaningful positions. Across the United States, a majority of survey respondents want to acquire meaningful roles within their workplaces. But, why do respondents desire meaningful positions? What leads some individuals to sacrifice their current salaries and job titles to attain such “meaningful” work?

Focused on a “bigger picture” — Employees influence a greater cause

First, employees have vital psychological needs that they hope to fulfill throughout their working and personal lives. By working for organizations that positively impact the lives of other people, many employees feel they are able to not only help themselves, but other people as well. Employees receive emotional fulfillment as they use their talents, time, and skill sets to influence a greater cause.

Such employees do not work only for monetary assets; rather, they have a “bigger picture” in mind as they work on a daily basis. By working within a field they are passionate about, in a capacity in which other people may benefit from, some employees are able to accomplish their career goals and help their fellow human beings in the meantime.

Gratifying, long-term careers are still available

Second, many employees are also optimistic that they will be able to receive positions that may either fulfill their career aspirations or lead them to obtain further work opportunities as they continue to pursue their dream jobs. A majority of professionals had career goals when they were younger. Some actually found their “dream jobs” during the early stages of their careers, while others eventually gave up on their dreams and settled for high monetary rewards, with little career satisfaction.

No matter what their circumstances currently are, nationwide employees can still obtain gratifying, long-term careers, even in the midst of the global economic recession. While using their education, skill sets, and talents in a positive manner, employees will have opportunities to fulfill both their career goals and psychological needs at the same time. Not only will employees be satisfied with their current positions, but they may also change the lives of other people, in all four corners of the world.

Viewpoints on work vary across generations

In the meantime, although many workers tend to agree that meaningful positions will help them fulfill their psychological needs and career goals, they are not all satisfied with the current paths of their careers.

According to survey results, older workers, mainly within Generation X and the Baby Boomer generation, are unsure of their current career choices, as they reflect on their pasts and prepare for their futures. While experienced employees are working with regrets, less-experienced workers from Generation Y are more positive about their current situations.

Many young employees are pleased to even have work opportunities in the midst of the global recession. Such workers are idealists – they know that they may not currently have their “dream jobs”, but they are still gaining valuable work experience, which will help them obtain their ideal positions in the future. Although younger employees are thankful for the opportunities they presently have, they are still cautiously looking for other opportunities, either within or outside of their current organizations and fields.

Maintain the virtue of patience

Across various generations, employees view their present work situations in different manners. Older workers have higher expectations for career advancements than younger workers, due to their level of experience. While all employees should strive to acquire their most ideal positions within fields they are interested in, they should also maintain a high level of patience, especially as the economy begins to improve and organizations hire more employees.

Employees should continue to desire, maintain, and retain meaningful positions that positively impact current and future generations of people. By applying the virtue of patience in their everyday work situations, employees will likely have future opportunities to not only receive meaningful work, but also use their talents in a positive manner throughout the duration of their careers.

Leave a lasting impression

Without a doubt, highly-satisfied top talent will not only continue to change the world in which they live, but they will also motivate others to do the same. As employees’ psychological needs and career goals are met, they will be able to perform to the best of their abilities. In doing so, they will not only influence their fellow colleagues, but they will also create a lasting impression that will leave an indelible imprint on the lives of other people.

Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions.  Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire and direct hire basis.  Serving clients around the globe, Kelly provides employment to 480,000 employees annually.  Revenue in 2009 was $4.3 billion.  For more information, please visit www.kellyservices.com

Chris Corradino owns a photography business in New York City — something he never would have thought of doing three years ago, when he worked comfortably in a corporate environment. Yet when the economy started to falter in 2008, Corradino watched as most of his co-workers — many dedicated staff with over 30 years of experience — were coldly sent packing. With his impression of job security completely shattered, Corradino decided to take a leap of faith.

“I had savings in the bank, clients to work with, and most importantly, a wife who believed in me,” he says. “With her support, I nervously walked into the boss’s office and handed in my letter of resignation. It was a surreal moment, and truth be told, it felt great. Two weeks later, I was free to begin a new chapter in my life.”

Corradino says he’s never been happier in his professional life, than he is now as a freelance photographer. “Although my journey was long and arduous, I believe it saved me from certain disaster,” he says.

Carolyn Frith also knows what it’s like to have job security shattered. Frith was in the middle of a teleconference, when her company’s human resources manager interrupted to call her to the boss’s office. “Having just had a two-hour meeting with my manager, discussing everything on my plate, I had no idea what could be that important,” Frith says. “I told [the HR manager] I would talk with them after the teleconference. She went off to chat with my boss but came back two minutes later. ‘He really wants to talk to us now. It should only take a few minutes,’ she said.”  In those minutes, Frith was told there were changes taking place in the marketing department, and was presented with a few sheets of paper to sign and three-weeks’ severance pay.

After that, Frith says her whole life changed. Not wanting to go back to the corporate world, she re-evaluated her skill set, and now runs her own business as a marketing consultant and copywriter.

Since the recession started, stories like those of Corradino and Frith have become increasingly common. Whether it be caused by a layoff, pay reduction, or general unrest about job security, the recession has caused a boom in small business startups. And while it may seem like an odd time to start a business, experts say that history proves just the opposite: Economic downturns are often the best time to start a business.

“Most people don’t realize that more new businesses are created in down economies than in more prosperous ones,” says Brian Miller, president of The Entrepreneur’s Source. “Historically if you look at small business start ups you can see a trend of new businesses increasing when the economy and job market dips. This trend is holding true in our current downturn as well,” Miller says, citing a recently released study by the Kauffman Foundation, which found that more entrepreneurs launched business in 2009 than at any time in the last 14 years.

So why does a poor economy create such a spike in small-business start-ups? “In some cases its forced entrepreneurship, due to unemployment,” says Miller. “In others it’s simply that people don’t see big business and corporations as the future of our country, so they take back the control of their careers — and their investments — by putting it in their own hands.”

Still need testimony? Sales and marketing website InsideCRM.com published this list of top companies that were started during a recession:

• General Electric Co. – 1876
• Hewlett-Packard Co. – The Great Depression
• Burger King – 1954
• Sports Illustrated -1954
• Hyatt Corp. – 1957
• IHOP Corp. – 1958
• The Jim Henson Company – 1958
• Trader Joe’s – 1958
• FedEx Corp. – 1973
• LexisNexis – 1973
• Microsoft – 1975
• CNN – 1980
• MTV – 1981
• Wikipedia Foundation Inc- 2001

So, if you find yourself out of work or are sick of feeling unstable in your current position, it seems like there is no time like the present to try your hand as an entrepreneur. For more information, visit Entrepreneur.com, The Small Business Administration, or take a small business course from CareerBuilder Institute.

Kaitlin Madden is a 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 @CBForJobSeekers on Twitter.

As a job seeker, you constantly hear that one of the biggest detriments to your job search is not quantifying your achievements on your résumé. Yet still, many don’t understand what that actually means.

Admittedly, some positions are easier to quantify, such as a sales agent or manager. But even less concrete jobs, like an editor or administrative assistant can be quantified — sometimes you just have to work a little harder.

“Quantifying achievements is essential to creating an impact as a job seeker. Whether we are making widgets or making multi-million dollar deals, we seldom take the time to carefully consider how each task we complete has a beneficial, ripple effect throughout our organization,” says Kirsten McKinnon, a professional development coach.
“The first and often most challenging step is to fully acknowledge our workplace contributions. It’s so easy to get immersed in the daily grind and not step back to take stock of the full impact of what we do. We can begin to take our strengths, talents and achievements for granted, resulting in the ‘I was just doing my job’ phenomenon,” she says.

Richard S Deems, co-author of “Make Job Loss Work For You,” suggests job seekers take the “So what?” approach to quantifying results.

“If you just tell me you’re an editor of a monthly periodical I’ll yawn and grab the next résumé,” he says. “OK, so you’re an editor — so what? ‘Well, I edit articles for a monthly periodical.’ So what? ‘Well, I get letters back from authors telling me they appreciated my editing work.’ So what? ‘Well, my superiors have noticed this.’ So what? ‘Well, they have asked me to submit several articles for a variety of awards and recognitions.’ So what? ‘Well, this past year I’ve received five awards for articles I’ve edited.’ So what? ‘Requests for reprints have increased by 41 percent.’”

To quantify your achievements, McKinnon says to remember that your role is part of a bigger picture.

“No matter how mundane the task, each plays a role in the ultimate bottom-line of an organization. Everything we do (or don’t do) has an impact on our workplace. This concept can be simultaneously empowering and daunting as we recognize the importance of our role,” she says.

Cheryl E. Palmer, president, Call to Career, gives the following suggestions for areas when trying to quantify your achievements:

Time or money saved: “If you instituted a process improvement that saved time and made a procedure more efficient, you can estimate the amount of time saved by comparing the amount of time that the procedure initially required with the amount of time it took after you improved the process. This can be stated in units of time like hours, days or weeks, or it can be stated as a percentage,” Palmer says. “By the same token, you can quantify the amount of money you saved for your organization. For example, you might have saved $1 million by switching vendors and negotiating a better price. You can state the dollar amount or the percentage of money saved.”

New business for the company: “Even if you are not in sales, you may still have contributed to the bottom line by referring new business,” Palmer reminds. “You can estimate how much money you earned for the company. Or perhaps your work led to more sales. If you are in marketing, you may have created materials that were used by salespeople to increase sales. Quantify the sales that were generated after the marketing collateral you created was implemented.”

Increase in customer satisfaction: “You may have been in a position to directly impact customer satisfaction. If your company measures satisfaction through customer surveys and you know that there has been a significant improvement in the customer satisfaction scores as a result of your intervention, you can quantify that increase and write it as an accomplishment on your résumé,” Palmer says. “You could say, ‘Boosted customer satisfaction scores by 30 percent in six months by instituting a process that resolved most problems with one call.’”

Staff retention rates: “Instead of saying something generic like, ‘Increased morale in the office,’ talk about the fact that you initiated programs that boosted staff retention rates. This is significant because it is very costly to replace staff,” Palmer says. “You can either mention the decrease in turnover or the increase in staff retention. Human resources should have data on staff turnover that you can use to compare what the turnover rate was before you came and what the turnover rate has been during your tenure.”

If you’re still having trouble attaching a number to your achievements at work, Heather Krasna, author of “Jobs That Matter: Find a Stable, Fulfilling Career in Public Service,” suggests considering the following questions about your job duties:
1. What would have happened if you had done a bad job? How much money would have been lost; how many clients would have been disappointed; how many files misplaced?  This helps you see your impact, she says.

2. Ask yourself if your contributions improved your organization. “Are things more efficient than they were before you came along? If so, by how many days was the turnaround time improved? How much staff time was saved, in hours per week? Are things being done in a higher quality way? If so, how many errors per month were reduced? Did you win an award or recognition for the improvement? Do your best to add numbers or percentages,” she says.
3. For every bullet point in your résumé, look for the nouns in the statement and ask if a number or percentage can be added. ”For instance, how many phone calls did you answer?  How many records were in the database you managed?  Make sure to include context — list the timeframe within which you did the work,” she suggests.

4. If you don’t already, start keeping track of your accomplishments as soon as possible, she says. ”Go back to your job and start a tally of how many clients you see per day, then make a guesstimate of how many you see per month. Look at your client notes, or go through your calendar and compile your appointments. Tracking your accomplishments will help you in performance reviews, even if you aren’t job seeking. Even if you left a job, you can often call your former boss or co-workers and ask whether a project you worked on led to a certain result. Did your recommendations get considered, or better yet, implemented? If so, have they led to the desired result?”

No matter what your duties entail, it is possible to attach a number to your accomplishments. Take the time to do it, and you could find yourself in the running for your dream job.

Rachel Farrell, CareerBuilder.com writer

And you’d be right — sort of.

While a tough economy has forced workers of all ages to rethink the ways they might land a job, “seasoned” interns like the four profiled below often discover that the experience can offer more than simply a foot in the door.

Exploring interests

April Langus was a veteran marketing and advertising professional, until she lost her job last September. With positions hard to find, she decided instead to “test-drive” some new areas. She currently interns with both Women’s Leadership Exchange (a social entrepreneurship organization founded by and for successful businesswomen) and The Guiding Eyes for the Blind (a group that trains therapy dogs).

Older workers often have connections made during their careers, giving them an advantage when trying to find an internship. Langus was introduced to one of the founders of WLE by a friend during a networking event. The two later met for coffee and discussed internship opportunities.

As for her other internship, Langus states, “I’m passionate about the Guiding Eyes mission. I’ve tried for years to get a job and finally decided that I needed to start in any capacity to get my foot in the door!”

Learning from a mentor

Twenty-nine-year-old Aron Schoenfeld had a background in music production and internal auditing at Barnes and Noble, but with hopes of becoming an entrepreneur, he decided to try learning the ropes from somebody he admired.

“I had met Gary Whitehill, the founder of New York Entrepreneur Week, a few years back and kept in touch because I loved what he was doing,” Schoenfeld says. “The current market is slow, and I think it is smart to place yourself with positive people who are making a real impact.” 

Schoenfeld became an intern for New York Entrepreneur Week — a five-day, semi-annual, non-profit event for budding entrepreneurs. While he’d love to work full time with the foundation if the need developed, his main goal at the moment is “to get contacts and the skills needed to be an entrepreneur.”

Getting an education outside of the classroom

Valerie Cudnik worked as a graphic designer before being downsized out of a job. She took the opportunity to go back to school. Taking advice from her instructors, Cudnik made finding an internship a priority and researched local television stations.

In her 40s, Cudnik initially had some concerns about being the “old” intern (others were in their 20s). That changed when she met employees. “Most of them were in my age group, and I found that they rather enjoyed having an intern that had business experience and that wasn’t a cocky college student.” The skills she learned at the station — from going out on location with a reporter to running the teleprompter — later helped her land a permanent position at a competing station.

John M. Thompson, executive director of career services at Texas Christian University in Fort Worth, Texas, agrees that an internship can be helpful at any age. “We have a formal agreement with the Fort Worth Chamber of Commerce that focuses on putting our students into member companies as interns. We are expanding that for our alumni as we have found some companies want more experienced workers.”

Gaining confidence

With a background in journalism and mass media, Vlad Zachary wanted a way to prove to himself that he was making the correct move when he decided to pursue an MBA. College career counsellors helped him contact Polaroid, which led to an internship.

“Polaroid was one of the best choices for me because of my fascination with photography and imaging technologies,” Zachary says. “Most of all, I was hoping to learn what it was like to work at the headquarters of a global corporation and to validate for myself my MBA career path as something I could do.”

Today, Zachary is a career coach and CEO of CareerConceptZ.com, but he still looks back at his internship as a significant point in his life. “With the internship at Polaroid, I learned to trust what I know. I also discovered the big role that confident personal interactions play in ‘big business.’ In the corporate world you are always buying and selling in a constant marketplace of ideas. The more confident you are about your own ideas, the more successful you will be in your career. This is a lesson I still teach today to everyone who will listen!”

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