“Recruiters and companies are definitely less interested in hiring people – regardless of how strong their career has been — when they reach the age of 50,” says Tucker Mays, co-author of the book “Fired at 50: How to Overcome the Greatest Executive Job Search Challenge.” “Many are considered, by this age, to be inflexible in their management style — that they’re not going to be able to adjust to, say, smaller companies if they’re coming from a larger company. Or if they’ve been with a company for a long period of time and are now leaving, that they’re just going to be doing things the way that one company had trained them for all those years.”

If you’re over the age of 50, the key to a successful job search is not only to disprove the negative stereotypes that exist, but to show employers the benefits your extra years of experience can bring to the table.

Countering the age bias
There are a number of ways job seekers over 50 can mitigate employers’ subconscious, age-related stereotypes, says Bob Sloane, Mays’ “Fired at 50″ co-author.

Foremost, he says, it’s essential to make a good first impression. “It’s so important for [job seekers over 50] to keep in shape, both in order to make that really great first impression and to demonstrate that they have the energy, which is often unfairly expected that they won’t. They have to exude that energy.”

If you don’t already, Mays and Sloane suggest exercising regularly. “Walking, jogging and weekend athletic activities have been proven to increase metabolism, cognitive ability and physical appearance,” they write in “Fired at 50.”

Also important is emphasizing a flexible management style, technological proficiency, ability to learn new skills and the willingness to work for a younger boss. “Very often today it’s going to be likely that somebody over 50 will be interviewing with a prospective boss who is considerably younger,” Sloane notes.

Before going into an interview, come up with concrete examples of how you’ve mastered new technologies, how you’ve worked with and for younger generations and how your management style has developed through the years.

Proving your worth
After decades in the workforce, older workers possess life skills, talent and abilities that younger workers don’t have. Emphasizing these strengths can set experienced job seekers apart.

“We cite four great strengths that you develop over time that give 50+ job seekers a superior advantage over younger individuals,” Mays says. “They are problem-solving skills, people-management ability, good judgment and leadership. Experienced workers are usually able to solve problems faster by identifying them quicker and finding the right ways to solve them, for example. They can use their success stories in these four key areas to help prove their age is an asset.”

Conducting a successful job search
Many 50+ job seekers are finding themselves in a job search for the first time in years – even decades. If you fall into this category, and are unsure how to go about your job search, consider the following.

Expand your network
Job seekers over 50 often have well-developed professional networks. Leveraged correctly, your network can drastically reduce the time you spend looking for a job.

Sloane and Mays believe that your network is best used not to find connections to jobs, but to find connections to other people.

“[Finding a job] is really a matter of time management and how job seekers spend their time, and our advice is to spend the most time on productive job search methods while de-emphasizing less-productive channels,” Sloane says. “What that really means is they need to spend 80 percent of their time networking to individuals they did not already know, prior to their search. It is all a matter of getting referrals — you want to get through the people you already know to get their help to meet people you’ve never met before.”

Sloane suggests building up your networking efforts until you’re meeting or connecting with 100 new contacts per month and to continue at that level until they find a job. “I know that sounds like a very lofty level, but with the use of some social-networking tools, like LinkedIn in particular, it is easier nowadays to accelerate your networking, because you can get to new people on a broader basis faster,” he says.

Focus on small companies
The best place to look for jobs if you’re over 50? Small companies, Mays says.

“The reasons [to focus on smaller companies] are first,  that there are 20 times as many small companies – those with sales of under $100 million — in America as there are above $100 million, which means there are many more opportunities in that space. Secondly, those companies seem to be far less concerned about age, and in many cases they really prefer and like individuals with great experience who can help them with their business.”

Hang in there
In today’s economy, the job search is taking longer for people of all ages, so it’s important not to give up hope. As Sloane and Mays point out in their book, “There are over 13,000,000 companies in America. You only need one, and one always needs you.” Hang in there.

For more on job search after 50, see:

Proving your age is an asset in your job search

“Overqualified”: Should you leave things off your résumé to avoid the label?

6 career moves for older workers

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.

Balancing career and family
During her 20s, Margaret Miller of El Paso, Texas taught English at private high schools in New England. But when she became a mom at 30, she decided to pursue a different path.

“In my 30s, I was a stay-at-home mom and wrote articles about parenting and education to help pay the bills,” Miller says. “This was ideal since I could work from my house and be there with my kids when they were young.”

Now that her kids have grown up and are out of the house, Miller has opted to blend her previous experiences. “I have gone back to teaching at a local community college. I still freelance and find that I like the flexibility of being able to write from home at night and on the weekends to make deadlines, and having part of my day free when I’m not teaching. If you don’t like sitting at a desk from 9 to 5, this is a great way to make a living.”

Discovering new talents
As a computer specialist back in his 20s, Dan Nainan would never have envisioned himself performing at the Democratic National Convention. All of that changed when a job in his 30s led him to take a comedy class.

“I was a senior engineer with Intel Corp.,” Nainan says. “My job was to travel the world with the chairman doing technical demonstrations onstage at events. I was incredibly nervous about speaking onstage, so I took a comedy class to get over the fear . . . It changed my life. My third show ever, I was asked to perform for 2,500 people at an Intel sales convention. Many employees who didn’t know me thought I had been hired as a professional comedian for the event.”

Nainan decided at age 40 to leave the company he loved to make comedy a career. A decade later, he says he doesn’t regret the decision and continues to perform at events all over the world.

Finding your passion
After dropping out of medical school in her 20s, Lisa Niver Rajna of Los Angeles traveled for almost seven years on the high seas. “In my 30s, I worked on a cruise ship like Julie McCoy [on the TV series "The Love Boat"] and also worked for two seasons at Club Med. My family said I ran away and joined the circus.”

While some people worried that she might be “wasting her potential,” Niver Rajna discovered that she really enjoyed both traveling and working with the kids’ programs on the cruises. These experiences, plus her educational background, led her to become a science teacher and travelblogger in her 40s.

“I have no regrets about taking this other path,” Niver Rajna says. “Once I decided that leaving medicine was the right choice for me, everything else fell into place. When I am teaching or traveling, I know I am in the right place doing what I am meant to be doing.”

Gaining experience
“In my 20s, I did the analyst program at a top investment bank on Wall Street, went back for my MBA and then went to corporate America to do brand management at Procter & Gamble,” says Paige Arnof-Fenn of Cambridge, Mass. “I see my 20s as my apprenticeship years, working for well-known companies that were known for training and developing their people.”

By contrast, she says her 30s were for “getting out of my comfort zone and exploring new opportunities.” An interest in dot-com businesses led her to marketing roles at several successful startups. She also took a three-year contract job with the Treasury Department. “I never thought I’d be working for the government, but it was an amazing experience and growth opportunity for me both personally and professionally.”

Now in her 40s, Arnof-Fenn is the owner of global marketing company Mavens & Moguls. She says that her life nowadays is “more about balance and personal growth, not just focused on career success.”

As these stories show, career paths in one’s 30s can be straight, curved, detoured or even rerouted in a direction never considered. And while these roads may change in the years ahead, it’s a good bet that the jobs held during this time of life will influence that journey.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.

There are essentially three generations of job seekers vying for jobs today: Baby Boomers, Generation X or Gen X, and Generation Y or Millennials. Because of this, job seekers are finding themselves competing with people of all different ages for the same job; people that can bring different experiences and skill sets to the position.

I asked career coaches, advisers and recruiters if there are any patterns in how job seekers from different generations go about the job search. Here are some that they noted:

Baby Boomers: Often show a high level of professionalism and excel in face-to-face interviews. “Baby Boomers know that the job search is ultimately about relationships, and [they] tend to invest the time in the process of developing relationships,” says Lynne Sarikas, executive director of the MBA Career Center at Northeastern University. “They know the value of a handwritten thank-you note.”

Gen X: Tend to utilize both in-person and online communication effectively. “When it comes to overall communication skills and working knowledge of technology, members of Generation X fall squarely between their 20-year-old and 50- to 60-year-old counterparts,” says Maribeth Kuzmeski, author of

“The Connectors: How the World’s Most Successful Businesspeople Build Relationships and Win Clients for Life.” “They are used to online job searches, emailing résumés and following up via both email and

handwritten notes.”

Millennials: Often adept at using all forms of social media in their job search. They tend to embrace all kinds of technology and use that technology to their advantage, including applying via their smartphone or tablet or following up via creative ways online.

“[Job seekers] over 50 years old may be used to looking for work in a newspaper, attending job fairs, dropping by a company to inquire about job leads and speaking to those in their network regarding job opportunities,” says Lavie Margolin, career coach, speaker and author of “Lion Cub Job Search: Practical Job Search Assistance for Practical Job Seekers.” “A younger generation would be more apt to look for jobs online and use social networks to reach out to people for help as opposed to speaking to people face-to-face or giving someone a call.”

So how do job seekers compete with those from other generations? Perhaps it’s by learning from each other and applying a combination of new and tried-and-true job-search tactics. Here are some tips on how job seekers of all generations can be successful in their job hunt.

Embrace both offline and online communication

To get the most out of a job search, try using both online and offline resources. Search for jobs on career websites as well as social networking sites such as Facebook, Twitter or LinkedIn. Consider building an online portfolio that houses your résumé along with examples of your work or previous successes, but don’t forget to bring hard copies to an interview, too. Also try meeting with a headhunter or recruiter who specializes in finding jobs in the field for which you’re applying.

Networking works

“Regardless of generation, the single most important thing you can do to support your job search is networking,” Sarikas says. “Identify alumni, former colleagues, friends of friends or family who work in the companies you are interested in as employers. Conduct informational interviews to learn about the company, the culture and the types of roles in your area of interest. Meet as many people as possible who can help support your efforts, and identify how you can help them as well. While you can use the Internet and other tools to identify resources, do your networking in person whenever possible. Have a real conversation.”

Execution matters

“Execution matters – cover letters and résumés must be flawless; no spelling or grammatical errors,” Sarikas says. “You should be well prepared for your interview. Research the company and the people you are meeting. Have questions prepared. Information is easily accessible, so there is no excuse for not being well prepared.”

The power of thank you

Follow up with both an email and a snail mail thank-you note. “Write a handwritten thank-you note to each interviewer and show your enthusiasm for the job as well as your appreciation for their time. It makes them remember you in a positive way,” Sarikas recommends.

Whether or not working part time is by choice, it does have its advantages. Part-time work allows for flexibility, can help determine whether a certain profession is the right fit and may lead to full-time work within the same company. What’s more, many companies offer stellar benefits to part-time employees.

While some companies provide the standard health benefits — medical, dental, vision — others provide some less-traditional perks like pet insurance, tuition reimbursement and health and wellness programs. Here are nine companies offering benefits to their part-time employees:

1. AAA

Part-time employees are eligible for medical and dental insurance, health care flexible spending accounts, and retirement savings accounts. Part-timers can also invest a portion of their pre-tax paycheck to a 401(k) plan.

Part-time jobs include associate I – AAA sales, member relations specialist and retail agent.

2. Container Store

Along with medical, dental and vision plans, part-time workers can receive pet insurance, paid vacation and a 40 percent merchandise discount. Coverage options are also available for domestic partners and common law spouses.

Part-time jobs include sales and visual merchandising and opportunities in the customer solutions department.

3. Lowe’s

Starting on their day of hire, regular part-time employees are eligible for limited benefit health plans, term life insurance, vision and dental care and short-term disability. After working at the company for 180 days, employees are entitled to 40 hours of vacation.

Part-time opportunities include cashier, telephone operator and unload associate.

4. Macy’s

Love fashion and good at sales? Macy’s just might be the place for you. Both salaried and hourly employees are offered comprehensive benefits packages. Benefits for eligible part-timers include medical, dental and disability income protection. Employees can also participate in healthy living events, which include blood pressure checks and cholesterol screenings.

Part-time jobs include retail commission sales associate, flex team loss prevention/security associate and visual merchandising associate.

5. Staples

Workers at this office products company need to work a minimum of only 20 hours per week to gain access to most benefits. Health benefits such as medical, dental, life, vision and disability insurance are offered to workers and their families, including same-sex spouses and domestic partners. Perks at Staples abound, with team members receiving discounts on theater tickets, wireless products and services and online retailers.

Part-time positions include fulfillment center associate and material handler/driver helper.

6. UPS

Along with a variety of health benefits, part-timers can enjoy tuition assistance via the company’s UPS Tuition Assistance Program and company stock through the Discounted Employee Stock Purchase Program.

Part-time opportunities include driver helpers, warehouse workers and dockworkers.

7. Walgreens

Part-time employees have access to employee discounts, flexible spending accounts and the company’s employee stock purchase program. Walgreens also offers opportunities for team members to apply for internal roles at the district and corporate levels.

Medical assistant, nurse and pharmacy technician are examples of part-time opportunities.

8. Whole Foods Market

Whole Foods Market is known for being a great place to work; in fact, FORTUNE magazine has recognized it as one of the “100 Best Companies to Work For” in America for more than a decade. Employees are eligible for benefits after they work 400 service hours, including medical, dental, vision and health care reimbursement accounts. Perks include 20 percent off all purchases made at any Whole Foods Market location as soon as they start; spouses can get in on the discount too.

Sample part-time job titles include produce team member, cook and meat cutter.

*According to the Bureau of Labor Statistics.

Debra Auerbach 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.

But, just because 2011 is quickly winding down doesn’t mean your job search has to.

In fact, the next couple of months can actually be one of the best times to look for work. By October, most companies have regained speed after the summer lull, and many will be trying to make hiring decisions before the holiday vacation season begins in late November.

“Beginning the week of Thanksgiving, many companies’ hiring processes start coming to a slow grind, due in a large part to many people using the holidays as vacation time, adding extra days off to the holiday schedule,” says Dorothy Tannahill Moran, owner of Next Chapter, New Life, a career coaching firm. “For a job seeker … this means they need to be networking, conducting informational interviews and sending applications immediately so they can be focused on by the hiring company while a full staff is still available.”Looking for a job? It’s time to kick your search into high gear. To give you a jump start, here’s a list of 15 companies that are hiring new employees this month.

1. Addison Search

Industry: Recruiting

Sample job titles: Coder, customer service, escrow, credit analyst

Location: Texas, N.Y., Ill. , N.J., Mass.

2. Bethesda Lutheran Communities

Industry: Nonprofit/Healthcare

Sample job titles: Registered nurse, behavior support specialist, caregiver/ direct support professional, area director

Location: Calif., Colo., Ill., Ind., Kan., Mich., Mo., N.J., Ohio, Ore., Texas, Wash., Wis.

3. CapTech

Industry: Professional consulting

Sample job titles: Java developer, Java architect, SharePoint developer, and SharePoint architect

Location: Richmond, Va.; Charlotte, N.C.; Philadelphia

4. Carfax

Industry: Consumer services

Sample job titles: Marketing manager, business analyst / operations analyst, customer support specialist, field sales consultant, production support specialist, Java developer, senior web designer, project manager, national accounts manager

Location: Nationwide

5. Dollar General

Industry: Retail

Sample job titles: District managers, store managers, store manager candidates

Location: Nationwide

6. Family Home Health Services

Industry: Healthcare

Sample job titles: Business development manager, occupational therapist, physical therapist, nurse

Location: Fla., Mich., Ind., Mo., Ohio

7. Farmers Insurance

Industry: Insurance

Sample job titles: Insurance sales agent

Location: (cities or states): Ill., Ind., Minn., N.J., Ohio, Penn., Va., Wis.

8. John Knox Village

Industry: Health care

Sample job titles: Food service, CNA, LPN, RN, EMT

Location: Mo., Kan.

9. Men’s Wearhouse

Industry: Retail

Sample job titles: Sales consultant, sales manager

Location: Nationwide

10. Modern Woodmen of America

Industry: Insurance and banking

Sample job titles: Managing partner, financial representative

Location: Nationwide

11. PricewaterhouseCoopers

Industry: Professional services

Sample job titles: Accountant, auditor, tax accountant, consultant

Location: Nationwide

12. The Prudential Insurance Company of America
Industry: Financial services
Sample job titles: Financial professional associate (entry level and experienced)
Location: Nationwide

13. Titlemax

Industry: Consumer services

Sample job titles: Store manager, district manager, bilingual customer service representative, commercial construction field estimator, customer service representative, general manager trainee, store manager trainee, regional manager

Location: Nationwide

14. TMG Health

Industry: Business process outsourcing/professional services

Sample job titles: Analyst, senior market research; supervisor, operations compliance; supervisor, workforce management, analyst II, systems, account executive

Location: Dunmore, Penn.; King of Prussia, Penn.; Dallas; Little Rock, Ark.

15. Warner Chilcott

Industry: Pharmaceutical

Sample job titles: Pharmaceutical sales rep, women’s healthcare pharmaceutical rep, osteoporosis pharmaceutical sales rep

Location: Multiple states

Think fears might be holding back your career? Here are common worries that can have a negative impact your career and how to move past them:

Fear of failure

Failure can creep in at any moment and paralyze your success at work.

“We occasionally encounter job seekers who are so concerned about failing, they refuse to take on additional projects, challenges or new positions because they’re afraid they will make a mistake,” explains Jessica Hernandez, president of Great Résumés Fast.

To help build self-assurance, Hernandez suggests that candidates who are afraid of failure should “start out small, taking on new challenges and tasks that aren’t as intimidating and gradually build up their confidence to tackle larger projects as they come along.”

Fear of rejection

Whether you’re afraid to flunk a job interview or to ask for a promotion, being afraid to get “no” as an answer can keep you from even trying to move ahead. Job seekers can be especially sensitive to rejection.

“For job seekers, rejection means that they have failed in some way, regardless of whether the company was a good fit to begin with,” explains Anthony Morrison, vice president of employer solutions at Cachinko, a job referral firm for Facebook users. No matter where you are in your career, think of rejection as a learning experience that will ultimately improve your job search strategy, Morrison suggests.

Fear of change

Approaching your career with a don’t-fix-what’s-not-broken mentality can actually be a negative. While dealing with change can be difficult, being afraid of change can equal missed opportunities.

Fear of change “holds a candidate back because they’ll never step out and take the promotion or accept a better opportunity with another company,” Hernandez explains. “It can potentially reduce a person’s growth potential and their lifetime income by thousands if not, hundreds of thousands of dollars.”

Fear of relocation

A side effect of our slow economy has been that job seekers have had to be more open in terms of where they will work — which can be scary for workers with families, or who have lived in one area all of their lives.

If you’re considering a job in another city or region of the country, don’t let fear stop you from a potential opportunity. You might wind up really enjoying your new location, or you may find that your employer is open to you telecommuting.

“Candidates looking for jobs should be open to doing interviews via Skype and the possibility of telecommuting, temporarily or permanently,” says Morgan Norman, founder of WorkSimple, a social goal management program. Don’t be afraid to look outside of your geographical area. If companies think a particular candidate is a good fit, it’s also possible to arrange a way to do some work remotely, he says.

Fear of taking on a leadership role

Hiding in a cubicle is easier than speaking in a boardroom and that’s one reason some may be afraid of moving into a management role. While increased job responsibility can sometimes be overwhelming, the positive outweighs the negative, says James Alexander, founder of Vizibility, a personal branding platform provider.

Not reaching for more opportunities can set you back in the long run.

“In order to progress professionally, it’s important to take on [tasks] that you may not always be comfortable with,” Alexander says.

Fear of losing work-life balance

To some employees, a bigger job title or starting at a different firm just means more time spent away from the home. But fearing that increased job responsibilities will disturb your work-life balance can set you back in the long run.

Instead of staying under the radar, think of the perks: better pay, higher role, etc. Taking a risk with a new position doesn’t need to mean you’ll be at work 24-7. You can always talk to your manager about ways to create more balance (working from home once a week, coming in early so you can leave a little early to pick up your kids from school) once you’ve started, but don’t discount the job or role just because fears creep up.

Changing industries

Switching industries can be another fear for job seekers who are used to working within one particular industry. Much of the time the fear is unfounded and it’s important to apply wherever your skills are needed.

“These job seekers should know that many skills are not only needed, but also transferable within different fields,” Alexander explains. “Do your research and try to connect with human resources professionals to gain a better understanding of the position. That way, you’ll have a better idea of where you can apply your skill set within the organization.”

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Savvy job seekers can use the site to gain all kinds of job search advantages: information on the types of people the company hires, the name of the hiring manager for a particular job (and if they’re really lucky, an email address) and even the ultimate “in,” a personal connection at a company of interest.

But, for every job seeker that expertly navigates the online networking scene, there are plenty of others who fumble their way through it, often over- or underestimating the role the site should play in their job search.

“LinkedIn is a valuable tool, but sometimes when people search for a job they can confuse activity with productivity,” says Tony Beshara, president of Dallas-based placement firm Babich and Associates, and author of the book “Unbeatable Résumés,” for which he surveyed more than 2,000 people on their LinkedIn use. “No matter what activity you’re doing, whether it’s writing your resume or browsing profiles on LinkedIn, if that activity isn’t actually getting you an interview, it’s not as productive as something that would get you an interview.”

If your online networking has been less than productive (read: if it hasn’t actually lead to a connection or interview with an employer of interest), then you might need to revamp your LinkedIn strategy. These guidelines will help ensure the time you spend on the site is most effective.

When reaching out to your contacts:

Don’t be shy
The whole point on LinkedIn is to connect with people, so if you’re hesitant to reach out to a co-worker you haven’t spoken to in a while, don’t be. She’s on the site for the same reason you are — to network with people — so she probably expects the occasional introduction request.

“Interestingly enough, everybody that’s on LinkedIn expects the same thing out of everybody else,” Beshara says. “[The thought is] ‘What I do for you today, you’ll do for me tomorrow.’ People are a lot more open to responding to you because they know that somebody else is going to do the same thing for them, or that you’re going to do the same thing for them the next time.”

Don’t be needy
When you do find someone in your network who has a connection or works for a company you’d like an introduction to, your approach will play a big part in the person’s response.

“Make it known early in the process that you’re not expecting your networking connections to do the hard work for you,” says Diane Crompton, author of the books “Seven Days to Online Networking” and “Find a Job through Social Networking.” “In other words, if you want them to introduce you to a contact at their employer, say something like ‘I’m not expecting you to endorse me for this position or intervene on my behalf.’ This will take the emotional burden off of them should they feel too much ownership in your job search process.”

If your networking contact is new, or someone you don’t know very well, it’s especially important to make it know that you’ll be the most active part of the equation, Crompton says. For example, “Ask if you can use your contact’s name as a door opener to get the conversation going with your desired end recipient. By doing this you’ve taken them off the hot seat in terms of their involvement,” she says.

Take it off line
InMail, LinkedIn’s messaging function, is great for making initial contact with someone. But once that’s done, move the conversation to email or a phone call. Not everyone checks their LinkedIn profile consistently, so communicating this way is often ineffective and slow.

If you’re browsing your connections and find out that someone you know pretty well works at a company or has a connection of interest, you can even skip the InMail message altogether.

For example, says Beshara, “Once you find somebody you know an organization, call them up and say ‘Hey Mary this is Tony, I understand you work with Leroy, and I’d like to get a hold of him. Can you tell me a little bit about him, or what’s going on at your organization?’ That sort of thing.”

When making introduction requests:

Let your contact know it’s coming
If you plan on asking a contact for an introduction and have the person’s email address, send them a “heads up” to let them know it’s coming. Doing so will help you gauge the person’s reception to your request, Crompton says. “[Plus], not everybody is active on LinkedIn everyday and this will ensure that your message doesn’t sit in their LinkedIn Inbox for a long period of time,” she says.

Make a good first impression
Something that not all job seekers realize before they send introduction requests: “When using the ‘Request an Introduction’ function on LinkedIn, you’ll need to create messages to your ‘bridge’ (middle) contact as well as to the end recipient,” Crompton points out. “Keep in mind that both people receive both messages, so if you’re on a casual name basis with the introducer you’ll still need to keep the communication more formal and professional, knowing that your end recipient will also get the message you sent along to the middle connection.”

When researching companies

Find the hiring manager
If you’re interested in a particular job, try finding the hiring manager on LinkedIn. Job descriptions will often include the title of the person the job will report to.

If the position reports to the director of marketing, pull up the company page, and see if you can find the person with this title. If you do find the hiring manager, “it’s absolutely OK to reach out to him or her directly,” Beshara says. If the person’s email address isn’t listed, you can often find the company’s email format online (for example, FirstName.LastName@companyX.com), and you can plug his or her name into this format.

Look at who they hire
Browsing company profiles and looking at the company’s page on the site will not only give you a better idea of whether or not you’re the type of person the company usually hires, but will also clue you in about potential alumni connections you may have missed.

“You can look at employee profiles and find out what kinds of people the company has hired in the past, what companies employees come from, if you went to school with any of them , etc.,” Beshara says.

If you find a common bond between you and someone you’d like to reach out to, “Use the transparency of LinkedIn to assess the best approach for communicating with your end recipient,” Crompton suggests. “Customizing your message by using these commonalities will build rapport and make your initial approach that much more ‘warm.’”

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 @Careerbuilder on Twitter.

Kaitlin Madden, CareerBuilder Writer

Little actions have big results

Rich Christiansen, now an entrepreneur and author of “The Zig Zag Principle,” remembers being a “peon” at a start-up company where “everyone was busting their gut to make this little leading-edge technology business work.” As he was leaving one night, he noticed that the office’s floor needed mopping and the place as a whole was pretty filthy. With an important potential investor set to visit the next day, Christiansen decided to come back that night and clean up.

The next day, there was a buzz among the workers as to who had secretly played janitor, and someone eventually figured it out. A vice president offered him a promotion and became a lifelong friend and mentor. Christiansen notes that “by being competent and looking for ways to give and do a little extra, I was able to form a relationship that has been mutually beneficial over the years.”

Skills are often transferable

During her early 20s, Tracy Brisson of New York City participated in Teach for America. While she discovered that K-12 teaching was not her calling, she still values the experience. Today, she owns The Opportunities Project, a recruitment consulting and career coaching business.

“Working with kids teaches you how to communicate, use data (test scores) to meet an end and think on your feet. It gives you stamina, grit and resilience. I couldn’t run a successful business without having learned these skills in the field. When a lesson doesn’t go the way you want in the classroom and you experience failure and disappointment, you learn how to get up the next day and try again because you have no other choice.”

An end can spark a beginning

Trouble finding a job in her field in the early 1990s led advertising graduate Nancy Sipera to various positions, including waitressing and temping. She then got a job at a small printing company — only to be fired a month later for spending too much time with the customers.

“That job changed my life; nothing like anger to motivate you to get moving,” Sipera notes. “I decided to start freelancing on my own and picked up a few graphic design jobs through local advertising.” Today, she owns New Jersey-based First Impressions Advertising and “spends as much time as I like with the customers!”

Figuring out what makes you happy is worth the time

Fresh with a degree in computer science, Laura Allan of Seattle, Wash., “absolutely loved” her first job out of college as a programmer with a large corporation. “In any given day, I might be writing new functionality, fixing bugs, helping the time clerks in the field use the application or presenting training on the application. I also loved that my customers loved me. I was who they came to for help, and I was always there to support them. It was really nice to feel that what I did made a difference to others.”

Not always as happy as her career progressed, Allan went back to school in her late 40s to get a master’s degree in counseling. Today, the psychotherapist and coach sees commonalities between that first job she loved so much and what she does now.

“I have variety in my day. I’m always learning something new and teaching it to my clients. And though I may not be fixing computer program bugs, I get to use similar skills to help my clients uncover what is keeping them stuck in a place they no longer want to be. I’m again in the position of being the place of unconditional support for my clients.”

The ladder is yours for the climbing
While plenty of people switch jobs during their 20s, there also are workers who find their niche and stay in one place. Jason Coleman of Federal Way, Wash., is one such employee, starting as a part-timer for a sporting goods retail chain and working his way up to overseeing multiple stores as district supervisor. He notes that his initial position influenced the rest of his life, not only because it led to his current duties and responsibilities but also because he learned the value of hard work.

“Oftentimes, people encourage you to ‘go the extra mile,’” Coleman says. “I’ve learned firsthand that the extra mile isn’t crowded; not that many people travel it!”

So remember that whether you end up spending two months or two decades at a workplace, chances are the experience will shape you in some way — even if your 20s are history by the time you realize it.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Beth Braccio Hering, Special to CareerBuilder

Editor’s note: Have you ever had a sudden idea or feeling that’s so great or overwhelming that it becomes your sole focus? It’s like you thought you were happy until you had this idea about how you could be so much happier?

And then as soon as you have this idea you really wish you didn’t because you know it’s going to change your life forever, and life change is a huge, scary inconvenience?

es? Well, congratulations, you’re having a mid-life crisis. Just kidding. But if this big idea has to do with your work, then you may be on the brink of a midlife career change.

You might be bored, you might have a newly discovered passion or you might just want to spend more time with your family, but you’ve realized that what you’re doing isn’t what you want to do. This desire to change careers happens to a lot of people — it’s hard to do the same thing every day for 40 years without needing to switch things up every now and again — but just because it’s common doesn’t mean it’s comfortable.

To help you evaluate this huge, nerve-wracking life decision, Selena Dehne, a guest contributor for TheWorkBuzz, asked Kristin Cardinale, author of “The 9-to-5 Cure,” for her advice. Here’s what Cardinale had to say.

Selena Dehne: What should a person do or think about when contemplating a midlife career change?

Kristin Cardinale: First, clearly define your priorities. Know what the keys are to feeling accomplished, passionate and fulfilled.

Next, have a big-picture goal for your career and your lifestyle in mind. From there, begin to compartmentalize that vision into an actionable plan. Knowing that you want to make a change is the first step in the process, but be sure not to get stuck there. Take the next step by identifying specifically what you would like to see in your next career, taking into consideration the type of work, environment, schedule and intensity level of the field or position that you have in mind.

Also, know what you are hoping to achieve this time around that is different from what you have already done up to this point. What are the gaps in your previous career endeavors that left you feeling unsatisfied?

SD: How can someone change careers without going back to school or starting over?

KC: First, inventory all of your traditionally marketable skills. Create a laundry list of any nontraditional skill set you may have obtained through life experience, military training or while in pursuit of a hobby. Oftentimes, these nontraditional skills offer new opportunities in career fields that you may not have previously considered. Be willing to try out multiple career avenues simultaneously until seems to “click” for you. Success comes from trying out new ideas until you find what works for you.

Also, don’t underestimate the power of volunteer training and internships. Nonprofit organizations and corporations often provide on-the-job training opportunities that would otherwise be too pricey for you to afford when you are testing the waters in a new field. Additionally, these opportunities allow you to access decision-makers within the organization who get to see you in action and may consider you for future opportunities ahead of an unknown applicant. Access is power.

SD: What would you caution a career changer from doing? KC:

Don’t give up too soon on a great idea. New endeavors take time to blossom. Give yourself permission to have a few failures, learn from them and come out of the experience stronger, smarter and more confident.

Don’t forget to keep the big picture in mind. This is an easy mistake that many newcomers to career change make, and it can spell disaster for some people. To keep your new career path clearly in focus, create a written list, outline or plan that you can refer back to on a regular basis to be sure you’re still on track. Getting caught up in the day-to-day activities of your new career is necessary, but don’t forget to remind yourself along the way about why you made this career change.

Don’t ask too many people for their opinion. If you know in your heart that it’s time for a change, listen to what your intuition is urging you to do. You know yourself better than anyone else. Remember, career change, especially in midlife, goes against the traditional framework with which we are all so familiar. As a result, some people may try to persuade you to just “ride out” your current career path despite the circumstances rather than to reinvent yourself. However, midlife is the perfect time to take the skills and accomplishments you have earned up to this point in your career and charge boldly in the direction of your dreams for this next, best stage of life.

Thinking about making a career change? Why? Let us know in the comments section, below.

Kaitlin Madden, CareerBuilder Writer
Coypright 2011 Jist Publishing

Ever since I was young, I have had a piggy bank, a place where I threw my change in to help de-clutter my pockets. Every month I broke into that piggy bank, counted my change in order to buy myself an ice-cream cone, or, if I had waited long enough, I might even have had enough money for a Barbie doll. As I got older, I stopped throwing change into the piggy bank and left it in my pockets because, frankly, I needed all the change I could get, especially in college. I still do today, and so do many workers and job seekers.

If you’ve seen the stock market news in the past few weeks (or even the past couple of years), you know many Americans are in a time of uncertainty about the future of our economy and breaking into that piggy bank is a necessary reality. If you find yourself rationing your pennies and cutting back on expenses, you are not alone. A recent CareerBuilder survey found that almost half of all Americans are living paycheck to paycheck. Although the figures are slightly better than this time last year, it is still a reality for many Americans.

Click here for the survey’s infographic.

Let’s look at the numbers:

- 42 percent of workers report that they usually or always live paycheck to paycheck to make ends meet

- 46 percent of female workers live paycheck to paycheck compared to 38 percent of their male counterparts

- 14 percent of workers who earn six figures live paycheck to paycheck

Despite having to countdown until every payday, workers simply cannot give up certain items, regardless of their financial worries. When asked what items they could not give up, workers cited access to the Internet, driving and their mobile phones. Waiting to win the lottery might not be the most plausible idea, so I have gathered some basic budgeting tips that will help you track your spending and find ways to cut your costs:

Look at your expenses under a microscope

Although spreadsheets can be tedious work if you’re not a numbers guru, they can make budgeting manageable. List all of your monthly expenses, such as rent, insurance, utilities and then have categories for groceries, gas, going out and shopping. If you are tech-savvy and would rather keep your finances in check on your phone or computer, there are numerous applications and programs that will help you track your finances. And best of all, many of them are free.

Put an amount away, even if it is small

Hard as it may be, start saving. Even if you only have a few dollars to set aside, put away money for short term and long term savings. If you have trouble remembering or fitting savings into your budget, try setting up an automatic deposit into a savings account. Even $2.00 here and $4.00 there can add up over time.

Savings may be right under your nose

Talk to your HR department about how you can make the most of the benefits at your organization. Also, find out if your company offers discounts to stores or for other services, and ask about how you can make sure you’ve selected the right benefits plans for your budget.

Find alternatives to your lifestyle

There are simple ways to cut corners in order to save money. Bring your lunch to work instead of over-spending when going out to restaurants. Bring water in a reusable water bottle instead of using change on soda pop. Ride your bike to work or to the grocery store if possible, that way you can save some pennies on gas. Make your own coffee and bring it work. You may not realize that your $4.00 no whip, easy foam, extra hot mocha from your local café makes a dent in your savings, but it does.

Use coupons and find savings in everyday items

For those of you who have seen “Extreme Couponing,” a new reality show, you may understand the benefits of coupons. If you have not seen it, the premise of the show centers everyday people who save hundreds of dollars at the grocery store and come home with tons of products. Maybe you don’t need to buy 45 bottles of ketchup, but coupons can be a big help when you’re trying to stretch your paycheck. There are plenty of ways to save on groceries, gas and restaurants if you keep an eye out for coupons.

Financial security feels like a luxury in today’s economy, but with a little bit of extra effort and attention to your finances you can take some baby steps to get there. It’s rough right now for both job seekers and workers who feel like more money is going out than coming in, so the best thing you can do right now is know what your finances are and have a plan that works for you.

How are you saving – or at least trying to save – money in today’s economy? Are you living paycheck to paycheck, too?

But keeping employees focused on work both before and after their vacation can be a difficult task. The key is planning ahead. The following tips can help ensure employees not only feel comfortable taking time off from work but also are able to hit the ground running as soon as they return:

Be prepared

Helping employees return from vacation starts before they even leave. You need a plan in place so projects run smoothly while they are away. Start by consulting a calendar and noting the busy periods in your department to determine the best and worst times for employees to take vacations.

Ask your staff to organize their vacation schedules well in advance to avoid workload peaks, explaining that everyone’s assistance is needed during those periods to ensure department objectives are met.

Help identify backups

Many employees wait until the last minute to consider the projects that must be addressed while they are away from the office. It’s difficult to think weeks in advance, but putting off the task can cause assignments to slip through the cracks. This is one area where they need your help.

Meet with team members who have upcoming vacations well in advance of their departure dates. Begin discussing tasks that will need to be accomplished while they are away and identify one or two colleagues who can serve as backups. Have everyone involved begin communicating immediately.

Make sure you remain in the loop so that you are aware of the projects the departing employee is working on and who will cover for the person. This will allow you to help address any challenges that arise, even while your worker is away.

Go slowly

Don’t expect an employee to launch in at high speed the first day or two upon returning. As much as possible, give some leeway to allow the person to settle back into work. This means not planning an important meeting the day the worker returns or having a large project waiting for him or her.

In certain instances, it may even be wise to continue having the person’s backup cover his or her duties until the employee returning from vacation can get back up to speed.

Touch base right away

Schedule a meeting to touch base with the employee soon after his or her return. Also invite the person’s backups so they can provide status updates on projects they oversaw while the person was gone. Then, help your staff member refocus and prioritize his or her efforts so the most important or pressing assignments are completed first.

With the proper planning, you can ensure your staff not only feel comfortable taking time off but also are able to return to work recharged and ready to go.

Robert Half International is the world’s first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, please visit www.roberthalf.com or follow us on Twitter at www.twitter.com/roberthalf.

For experienced workers who’ve been in the hunt for employment, the interview is where you want to shine and get the offer; but it’s also a time to spot red flags regarding the company, its management and its culture.

Taking the “wrong” job may mean you’ll be unhappy, unproductive and unfulfilled.  And, you’ll be back in the job hunt.  Here are five potential on-site interview warning signs that might indicate you should say “No thanks” to a potential offer and continue your search.

1. The age-old question about age.  This may be considered common knowledge today, but it’s against the law to ask a job applicant his or her age – along with a lot of other personal information like race, creed and national origin. In fact, this kind of discrimination is protected by the federal government and enforced by the U.S. Equal Opportunity Commission. Any manager who poses this line of illegal questioning probably would not be too respectful or supportive of experienced workers.
2. So, what exactly will I be doing? Job descriptions should be clearly stated in all help wanted notices and discussed in greater detail during the interview. Be very concerned about hiring authorities who fail to provide a written description of job and supervisory responsibilities or are reluctant to discuss specifics at the interview table. It could be a set up for failure if you’re offered the job.
3. Where’s the fire?! The hiring process these days, especially for managerial and skilled professional positions, takes a lot of steps, including in-person interviews. There’s no real “average” length of time required for an interview.  Initial screenings can last 30 minutes, while second or third interviews can last three hours and involve several staff members. But be very wary of anyone in the interview chain of command who rushes the interview and fails to ask engaging questions. It’s disrespectful and signals they’re unprepared and disorganized.

4. Excuse me while I take this call. It’s plain rude for a hiring authority, human resources professional or anyone from the company to take a phone call during a formal interview.  Plus, it could cut into the time allotted for the meeting and disrupt the flow of the conversation. If they display this kind of behavior before you’re hired, image what it might be like during the work day.

5. Are we on the same team? The interview process really is a two-way street: The company is deciding if you’re the right employee, and you’re making a determination if you want to work for the company. Part of your due diligence in the process should center on getting an opportunity to meet the people who might be your colleagues. Flash a big “caution” sign if the company will not let you meet others within your department.  The level of caution is increased if you’re being hired to manage these people.

Some experienced job seekers may have spent much more time across the table from the hiring authority than their younger counterparts. Still, it’s critical for even the most experienced job seeker to recognize these red flags and others before signing on the dotted line.

By Edward M. Bury, special to PrimeCB.com

1. A meaningful and enjoyable atmosphere. The very purpose of a non-profit organization is to focus on its cause or mission. This generally leads to a work atmosphere that fosters mutual respect, confidence in leadership and sense of community. Many non-profits have cultivated a distinct corporate culture or esprit d’ corps that can be appealing to experienced workers. Team members are encouraged to offer fresh ideas and innovation.

2. Diverse range of job opportunities. Most non-profits, especially in the offices of larger national or international organizations, offer a tremendous range of career opportunities – often more than in the private sector or government. Positions are needed in accounting and finance, marketing and public relations, technology, event planning, education and training, membership, public policy, customer service, human resources and general administration. Older workers can find both full and part-time positions.

3. Competitive salaries and good benefits. Salaries paid to non-profit workers are competitive when compared to the public and private sectors. Often, leadership looks to existing staff for promotions and advancement. Most offer health insurance, matching retirement plans, year-end bonuses and tuition reimbursement in career areas related to one’s job; and, workers also can take advantage of flexible schedules and opportunities to work from home.

4. A chance to follow your passions. Non-profit organizations, especially those that are champions for causes like the environment, healthcare, education and the arts, give older workers a frontline opportunity to earn a good living while working for an organization with shared interests. Workers are rewarded with more than just a paycheck: They get the satisfaction of supporting and learning more about the aspects of life that fuel their passions.
Now, here’s the other perspective on non-profits. Working at an association or foundation may not be right for these reasons.
1. Challenging work environments. Most non-profits have some kind of volunteer leadership structure. This additional level of bureaucracy can make it more difficult to get project approvals and work done in a timely fashion. Staffing and other resources, such as up-to-date technology, may be at levels below the private sector.

2. The potential for heartbreak. The passion that drives workers to a charitable organization can lead to heartbreak and hard feelings should a fund-raising effort fall short or a program get eliminated due to budget shortfalls.

3. Tough to measure results. Non-profit workers sometimes have to “take it on faith” that their day-to-day work has a meaningful contribution to the organization’s overall goal or mission.

By Edward M. Bury, Special to PrimeCB.com

Try approaching your job search the same way. Are you doing an effective job of selling your product (you!) to your customers — namely hiring managers?

Following are tips you can use to become CEO of your job search and run it like a successful business:

Deliver a clear message

What does this business do? That’s often the first question customers ask when selecting a service provider.

Hiring managers ask themselves a similar question when evaluating job candidates. They want to know your story — what skills and experience you have, what your areas of expertise are and what can you bring to the table.

Ask a friend or colleague to review your résumé, then without looking at the document, briefly summarize the key points. If he or she struggles to articulate the main themes, you may need to make some revisions.

Many job candidates put too much information in their résumés, whether it’s a laundry list of routine duties performed in past positions or after-work interests. Take an objective look at your résumé and remove items that don’t relate either to your professional abilities or the needs of the company.

Highlight your selling points

In order to stand out, a company needs to play up what makes it better than its competitors.

In this job market, you’re in competition with numerous other applicants. Therefore, you need to describe for hiring managers what makes you unique. Do you have in-demand expertise? Years of experience? A proven ability to cut costs or drive revenue?

Look closely at the job ad, as well as the company’s website and other materials, to see if you can get a sense of its mission, both for the open job and for the business overall. The better you can explain how your skills will help the firm achieve its mission, the better your chances of being asked to interview there.

Exude professionalism

If you walked into a law firm and saw employees playing video games and foosball in the lobby instead of tending to their clients, you’d probably have doubts about hiring them to represent you. The bottom line: Customers want to deal with a business that behaves professionally.

The same is true of hiring managers. Use your application materials to demonstrate your professionalism. One of the easiest ways to do so: Submit documents that are free of grammatical or spelling errors. It’s also important to arrive early and dress appropriately for your interview, and to treat every employee you encounter at the interview with the same level of respect.

Protect your reputation

A company that doesn’t properly respond to criticism risks damage to its brand, possibly resulting in lost business. That’s why more and more organizations are using social media to respond directly to consumers, correct service issues and protect the company’s reputation.

You can use social media to influence your reputation, as well. But be careful. Depending upon how you use it, you might actually harm your reputation. That’s why you should always think twice before posting controversial comments to Facebook, blogs or any other public website. Many hiring managers search for information about job candidates online, and you don’t want them to find anything that will make them think twice about hiring you.

Of course, social media and other online tools allow you to strengthen your reputation if used correctly. Adding insightful comments to blog posts, following industry experts on Facebook and Twitter, and actively participating in LinkedIn groups are all good ways to distinguish yourself among your peers.

Rely on multiple resources

If a company wants to introduce a new product, it won’t rely on a single person to do it. People from several departments throughout the organization need to collaborate to develop the product so it has the best chance to succeed in the marketplace.

Similarly, you shouldn’t limit yourself to just one or two resources when job hunting. In addition to relying on job boards, also spread the word about your search within your professional network. In fact, tell everyone you know, unless your job search is confidential. You can also have someone conduct your job search for you. By registering with a staffing firm, an expert recruiter can look for opportunities that match your skill set and ensure your résumé is seen by hiring managers.

Robert Half International is the world’s first and largest specialized staffing firm with a global network of more than 350 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.

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If there’s one thing career coach Kristin Cardinale wished more people understood about the world of work, it’s that traditional, full-time jobs aren’t everything they’re cracked up to be. In fact, she believes a great deal of people would feel more fulfilled, energized and secure if they dumped their day job and started earning their living more independently.

In her recently released book, “The 9-to-5 Cure: Work on Your Own Terms and Reinvent Your Life,” Cardinale introduces people to the “Patchwork Principle,” a philosophy she believes is the cure to many of the ailments that plague people’s careers, such as boredom, anxiety and a lack of opportunities. She describes the Patchwork Principle as, “a freelance career strategy based on the simple idea that working for a number of employers simultaneously presents unique business opportunities and insulates an individual from sudden and total job loss. In short, enjoyable work in abundance is the signature of this business model.”

Sound intriguing? Before you ditch your day job and dive into “patchworking,” Cardinale strongly recommends you consider the following factors. Exploring these issues will help you assess whether you possess the essential mindset of a successful patchworker.

How developed are your self-management skills?

Do you wait for tasks to be assigned to you or are you able to create work for yourself? Do you need extensive directions from supervisors or colleagues before tackling a project or do you have the confidence to take the reins on your own?

According to Cardinale, the more independent and self-motivated you are, the more likely it is that you’ll succeed as a Patchworker because self-management is a critical component of Patchworking.

Would others describe you as a superstar?

Cardinale describes successful patchworkers as the type of people who are prepared to provide dynamic solutions at a moment’s notice. “Successful Patchworkers think and act like a superstar, someone who has both the enthusiasm and the knowledge base to wow employers. They’re nimble, too, with the ability to work short-term, long-term, once a week, once a month — you name it,” she explains.

How observant are you?

Cardinale warns that patchworkers must be keenly aware of how others perceive their performance and importance. “The ability to sense any tension or other factors that may threaten your ability to continue working in the existing position requires sharp observation. For example, if your relationship with your supervisor changes for any reason, inquire. If your co-workers are suddenly unfriendly, bring a sweet treat to the office and get them talking. Quiet tension is a threat to all patchworkers because the positions they occupy on the organizational chart are easily added or removed,” she explains.

Do you hold yourself to high standards of excellence?

Patchworkers must possess a different work style than traditional, full-time employees, according to Cardinale. She explains that “Full-time workers see themselves as a relatively permanent fixture within an organization, which affords them some room for bad behavior. However, Patchworkers must hold themselves to a higher standard, keeping in mind that they are in fact entrepreneurs with a reputation to maintain.”

Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST’s Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Follow her on Twitter at http://twitter.com/SelenaDehne.

If you’re a job seeker, you can probably relate to the entrepreneur in the story. It may seem hard to stay motivated in the face of rejection and success can seem elusive — you might even feel like giving up on your job search or settling for a job you don’t really like. But, if you quit when the going gets tough, you may miss out on the opportunity of a lifetime — like the entrepreneur did.

The job search blues can certainly be tough to conquer — but it can be done. Here’s how to get through the tough times in a job search.

Pay attention to your thoughts

“Listen to the things you say to yourself about your job, your abilities and your chances of achieving your career goals,” says Colette Ellis, founder of leadership consulting firm InStep Consulting and author of the e-book “Focus on your vision.”

If you realize that your “self-talk” is predominately negative, make an effort to change it any time a negative thought pops into your head. “When you hear your negative messages and begin to feel badly, say ‘stop!’ and replace the thought or message with a more positive statement,” Ellis says.

Dave Sanford, an executive vice president at recruiting firm Winter, Wyman, agrees: “You can’t force hiring decisions to go your way. But you can control your reaction to the circumstances. Allow yourself that healthy moment of disappointment and then pick yourself up and dust yourself off. This will help you move on a lot more quickly, which is imperative to your search,” he says.

Set goals

Let’s face it: The modern job search can be a long and tedious process — but that doesn’t mean it can’t also be rewarding. Set smaller goals throughout your job search to keep you focused and give you a sense of achievement.

“As part of your job search, you will certainly have set goals for yourself, [like] the number of networking meetings you will have each week, how many résumés you will send out per day and the [number of] hours you will dedicate to researching opportunities,” Sanford says. “Feel good about completing your objectives and find ways to celebrate your accomplishments.”

Be careful not to be too hard on yourself when setting goals, though. When outlining your job search goals, don’t limit yourself to an overly-stringent time deadline for getting a job. “It may feel proactive to say ‘I will be working by June 30′ but you are really setting yourself up to be let down,” says Cheryl Heisler, president of Lawternatives, a career coaching firm for lawyers. “Concrete goals are good — as long as they are within your control. Do commit to goals that you can reach, like ‘I will make five new contacts each week.’”

Talk to people

Making an effort to talk to people in your industry can give your job search a much-needed boost for a number of reasons: It’s great for networking, it can provide you with a renewed sense of motivation and energy, it’ll help you stay abreast on what’s new in your field, and it can present you with options and opportunities you may not have known you had.

Best of all — talking with your industry peers can help you get a job faster. “After speaking with someone once or twice and building a rapport, they are much more likely to bring up potential job leads or contacts for you, rather than you having to ask for them,” says Kathryn Minshew, co-founder and editor-in-chief of Pretty Young Professional, a blog and online resource for young professional women.

Is there someone in your field that you’d like to know, but don’t? Reach out and ask the person for an informational interview. “I firmly believe in informational interviews,” Minshew says. “Everyone loves being asked for advice, and sometimes the best thing you can do to get your foot in the door is to find people who work at the company or industry you’re targeting, and ask them if you can meet.”

Take a break

Although it’s important to maintain momentum and keep up a steady job search, it’s also important to take time out of your day to de-stress. “Stress can be palpable and you don’t want to present yourself to prospective employers or networking contacts as someone who will crack under pressure,” Sanford says. “Whether it’s a morning yoga class or walking around the block, find what works for you and incorporate it into your daily routine.”

Reducing stress also means fighting the e-leash during “you” time. While you may feel compelled to check your e-mail or voice mail every five minutes, fighting the urge will help you relax. “Access your voice mail and e-mail a few times a day — and then let it go,” Sanford says.

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 @Careerbuilder on Twitter.

Expect change
Employees were forced to adapt quickly during the downturn. Many took on new responsibilities, learned how to solve problems with fewer resources and began to work more efficiently.

The lesson? Flexibility can be a career-saver and will only benefit you. After all, change is inevitable. Although you can’t control whether the economy shifts into high or low gear, you can control your reaction to it. Keep a positive outlook as business conditions or priorities evolve and try to adapt to new and different ways of doing things.

Keep your skills current
Many professionals have assumed new roles and larger workloads over the last few years. Doing so successfully has required learning new skills. Along with updating their technical abilities, the savviest professionals strengthened their so-called “soft skills.” For example, many people have become better negotiators as they’ve had to do more with less.

But much like the foreign language you studied in high school only to forget once you graduated, your skills will atrophy unless you continually strengthen them. Continue to use your new abilities and understand that different skills sets will continually come into vogue. Remain alert to emerging trends and look for opportunities to build sought-after skills.

Don’t ignore your network
Think back to the jobs you’ve landed throughout your career, especially if you were forced to look for a new position during the downturn. Because many companies weren’t advertising open jobs over the past couple of years, professionals often had to know someone just to get an interview. Whether identifying job leads, providing referrals or simply offering advice, your network has probably been an invaluable resource.

Even as business conditions pick up, remember that the people you know will continue to serve as a career safety net. Keep in touch with them, both online and in person.

Also, look for opportunities to help members of your network. Let them know about job leads you uncover and express your willingness to serve as a referral. Helping others will keep your network strong and increase the likelihood that your contacts will offer assistance the next time you’re in need.

Always be ready
Whether you lost your job or someone you know did, this recession showed workers that few are immune to the whims of the economy. Almost any job can disappear with little or no warning.

During the downturn, those who were ready with updated application materials and a solid network of professional contacts were often able to rebound and find employment the quickest. The lesson here: You can’t control the job market or the likelihood of a layoff, but you can be ready to launch an immediate job search.

Even if you are employed, make sure your résumé is current and continue to update it as you learn new skills, earn certifications or professional designations, and accomplish noteworthy goals. Also, make sure you know whom you would tap for professional references. If you haven’t talked with those in your network over the past few months, reach out to key contacts to keep your relationships active.

As philosopher George Santayana famously said, “Those who cannot remember the past are condemned to repeat it.” This recession is still fresh in most people’s minds, but as conditions improve, don’t forget the knowledge you’ve gleaned. These lessons can help you prepare for and overcome any bump or pothole that may appear in the road of your career.

Robert Half International is the world’s first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, please visit http://www.roberthalf.com/. For additional career advice, follow us on Twitter at www.twitter.com/roberthalf.

Especially when it comes to what employers are looking for in a new hire.

A recent survey from Express Employment Professionals, one of the nation’s largest staffing firms, showed that the top three aspects that employers are looking for in a new hire are credible work history (97 percent), job experience (88 percent) and specific skills (87 percent). More than 15,000 current and former clients of Express were surveyed for the first quarter of 2011.

To get the story straight, we asked hiring managers to tell us the most impressive qualities they see in potential job candidates. Here’s what they said (in no specific order):

1. Results

“Something I always ask anyone I interview is, ‘what is something you do better than anyone else in the world?’ with the follow-up of, ‘what is the evidence of this gift?’ I think that truly driven, passionate people leave behind them a wake of results wherever they go. Talking about measurable outcomes separates the contenders from pretenders.” – C. Daniel Crosby, corporate psychologist and president, Crosby Performance Consulting

“Candidates that can tell me an anecdote about how they got something done, against all odds, really impress me the most. Those who understand the rules and conduct of business but are not afraid to push the envelope a bit in the name of a job well done.” — Jennifer Prosek, author “Army of Entrepreneurs” and CEO, CJP Communications

2. Good fit

“There is no giant totem poll of qualities that makes one person more impressive or better than another. People who excel in one position are going to flounder in another if it doesn’t fit their talents, interests and skills.” – Ann Latham, president of Uncommon Clarity, Inc.

3. Preparation

“Showing that they have done their research by knowing something about me, and my business.” – Kenneth Sean Polley, president, Global Asset Management Group

“When a candidate asks really great questions it demonstrates not only their interest in our company and the issues we’re facing, but also their research skills. Most impressive are those who think about what they discovered in their research and then ask really great questions.” — Anita S. Fisher, marketing communications manager, Briggs & Stratton Corporation

4. Initiative

“I look for the ability to take a project and run with it, to function independently and creatively with a minimum of oversight.” – Kathryn Minshew, co-founder and editor-in-chief, Pretty Young Professional

“Proactivity — the act of taking initiative, being able to operate independently and finding a way to get things done.” — Jordan Rayboy, recruiter, Rayboy Insider Search

5. Sense of humor

“Going over a recruitment cycle is long and very often annoying listening to the same pre-prepared answers. A candidate with faith and sense of humor de-dramatizes the atmosphere.” — Sarah Licha, owner, EspaceRH

6. Passion

“Typical candidates answer questions the way they believe they should. I want to see their passion for the company, the job opening and the industry. I want them to tell me why they are truly excited about the opportunity rather than every other opportunity out there. For me, passion is the ticket to a second round of interviews.” — Abby Kohut, staffing consultant, Staffing Symphony, LLC

“Passion is energy, drive, motivation and commitment. Candidates who are infused with this quality demonstrate an enthusiasm and aliveness that is contagious to their colleagues and clients. It can be harnessed to learn the job to be done and then to do it without having to be constantly encouraged, prompted or micromanaged. Such people are willing to ‘go the extra mile’ to assure that everything is done and done well. They demonstrate initiative and creative problem-solving skills.” — Betty Gilmore, program director, Lift-The Bronx

“Truly passionate candidates are not only likely to excel in their role, but, because they enjoy what they do, they will also remain engaged in their responsibilities and energize those around them. If an employee is not eager to learn, he or she will have difficulties accepting change and bringing innovative ideas to the table.” – Kathleen Dumlao, employment specialist, Rising Medical Solutions

“Passion and resourcefulness. You can see right through robotic folks who ‘say the right thing.’ It’s those who come specifically prepared to tell you exactly why the position is right for them that impress me the most. Very few folks lean across the desk and tell you ‘I really want this job, and here is why.’” — Jennifer Prosek, author “Army of Entrepreneurs” and CEO, CJP Communications

7. Confidence

“I coin the most impressive quality in a job candidate ‘humble confidence.’ Humble confidence shines as knowledge, humility, skilled verbal and written communication, friendliness and appreciation.” — Stacey Hawley, principal and owner, Credo

8. Professionalism

“At the interview, it is all about how the candidate presents him or herself. Are they projecting an image of professionalism? Are they showing enthusiasm and motivation for the position? Are they really listening to the questions and answering them accordingly? These are the qualities that are not shown on a résumé and are near impossible to teach.” – Darlene Johnson, director of career services, PEAR Core Solutions

“Being a professional — no matter what your industry or career — demonstrates that you have the right blend of technical and soft skills, mixed with enthusiasm and dedication.”  – Matthew Randall, director of the Center for Professional Excellence at York College of Pennsylvania

“Presentation, presence, energy — how they carry their personal power. They need to be engaging and personable.” — Emma K. Viglucci, founder, director and supervisor, Metropolitan Marriage and Family Therapy

9. Body language

“The hand shake: it has got to be strong and firm from the get-go. Candidates usually come prepared to an interview, but I’m looking for people come to the interview telling me what they can do for the job and what they can add to the job. These are usually the ones I recommend for second interviews.” – Muriel Alloune, recruitment and training specialist, Federation CJA

“Body language, including a good handshake, confident shoulders, a smile [and] eye contact. I know it’s cliché, but it really helps.” — Marissa Wright, hiring and training coordinator, Europe for International Studies Abroad

10. Longevity

“What will wow me about a candidate is a consistent job history. I like to see that people have been in a position for at least five years and that they have grown in the position. [A candidate with] lots of short stints [or who has] been in the same position for 10 years and their responsibilities have not changed is a big turn off.”  – Carmel Napolitano, managing director and principal, CGN Associates

“People move around so much, that longevity says a lot about the stability of a candidate when they have been in a position for a long period of time.” — Sarah Cullins, president, Finesse Staffing

11. Communication

“Qualifications in the form of experience and tangible skills aren’t enough to grab a hiring manager’s attention these days. You need to be a creative, proactive problem solver. Hiring managers want to know how you (and only you) can solve the needs of their organization. Read between the job description lines. What are you bringing to the table that the next person with a similar background is not? If you educate yourself and build awareness around what keeps your next potential boss up at night, and you clearly communicate how you can help to solve that, chances are you’ve got their attention.” — Dana Leavy, career coach and founder of Aspyre Solutions

12. Attitude

“The most impressive quality is to be a ‘high performer,’ a package of the right attitude, a passion for doing the work and the skill. ‘Attitude’ may mean different things to different people, but it boils down to having an ‘I can’ attitude. Everyone thinks his or her attitude is fine, however, some of these same people think it’s OK to blame, make excuses and declare something cannot be done. That’s the attitude employers are looking to expose during the interview and avoid extending a job offer to.” — Carol Quinn, CEO and author, “Expert of Hiring High Performers”

“Someone who is enthusiastic about the company and has thoroughly done their research about the position. Open-mindedness, perseverance and a can-do attitude (someone who takes true ownership in the company) will get you the job.” — Heather Minsky Nottingham, owner, Nottingham Consulting Group

Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

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