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

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

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

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

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

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

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

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

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

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

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

Understanding the meaning behind interview questions

By PrimeCB.com

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

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

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

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

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

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

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

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

In today’s economy, finding full-time work is not easy. As a result, many job seekers are working part-time and temporary positions, hoping to get hired full time.

Not knowing what she wanted to do after graduating from the University of Delaware with a degree in business administration, Carly Rodgers, 24, decided to pursue her love of horses and take a job with a horse trainer. After a few months, she decided she wanted more than “life in the barn,” so she used the job market to her advantage.

“I figured that many companies were laying off workers because they could not afford them, and this meant they were probably short on hands. I decided that I would offer to work for free, in an internship-type position, so that I could get some experience and add to my résumé,” she says. “I knew I wanted to get into Internet marketing, so I contacted many different companies to see if they would be interested in my help. I was connected to an Internet marketing company and started working for free in April. I worked for free for three months, worked as a paid intern for another month, and was offered a full-time job a month later. I feel really good about where I am now, and would recommend this to anyone out of school looking for more experience.”

A new trend
In 2008, more than 38,600 temporary workers were hired by clients, according to data from Kelly Services, a company that offers temporary staffing, permanent placement, outsourcing and consulting services. In addition, from October 2008 to September 2009, more than 21,000 employees were hired by Kelly clients.

“For an individual searching for a full-time position, one of the most difficult challenges is getting a foot in the door with a prospective employer,” says Jocelyn Lincoln, senior director of marketing for the Americas region at Kelly Services. “Many individuals find that working with a company, such as Kelly Services, helps them connect with the companies where many of these jobs exist. Research shows that many individuals chose temporary employment primarily as a method of full-time job search.”

Although working temporarily doesn’t come with a full-time employment guarantee, there are plenty of benefits, such as availability of jobs, convenience, access to top companies and an expedited job search, Lincoln says.

“Individuals like the flexibility and valuable work experience because they can select their work schedule and choose among a variety of challenging assignments,” she says. “Working through Kelly not only helps people find work, they help start and advance careers. For those entering the work force, returning to the work force or advancing in their career, Kelly can assist in finding positions that match their skills, ambitions and work preferences.”

Success stories
If you’re interested in turning a temporary position into a full-time hire, read the following success stories for inspiration:

“Back around the year 2000, I had just moved to the Boston area and was temping to earn a living. Unfortunately, there were very few temp jobs to be had. In a bit of desperation, I took a job that was about an hour a day where I simply went into the office, watered the plants and read the boss his e-mails over the phone for a week while he was out of town. When he returned, he found a few other things for me to do. I moved up to about three hours a day of general assistant work but it was still on an ‘as needed’ basis. After a couple of months, my hours were gradually increasing. After about a year, we decided to make me an official employee and he gave me a raise so that I would be earning what he was paying the temp agency for me. I was the first employee of the company (besides the owner). My hours and responsibilities kept increasing and by the time I was there for about two years, I was working a solid 35 hours a week. It wasn’t a career I had planned, but I ended up being integral to the growth of the company and was there for a total of about five years. I only left because I moved to the West Coast to get married and be near my family. I must have watered those plants really well!” – Alex Remon, president, MegaMouth Productions

“I freelanced for the two weeks before Christmas and then got hired on Dec. 31, 2009, to start in 2010. I was so thrilled. It worked out great for both of us as I was able to see if I liked the place and they were able to get to know me. It was a win-win [situation] for all and now I have a great job at an amazing PR agency. I couldn’t be [happier.]” – Holly Jespersen, account director, Creative Media Marketing

“I have recently hired three people temporarily with the goal of bringing them full time when sales pick up. For employers, it is the perfect time to snap up talent at a bargain price. When we launch our full line at the Surfaces trade show next month, I hope to bring all three to full time.” – M.H. Hanley, vice president of marketing and strategy, TMP/The Tile Doctor

“I started working at FatWallet.com in June 2009, taking someone’s position during maternity leave. It was a really great opportunity and an awesome company to work for, so I took the temp position. I have always been self-employed and did contract work so I could work on projects from home and be with [my] kids. The girl on maternity leave came back and they still had me finish a project. Then it came the time where they would hire or let temporary people go, and they offered me a full-time position. I was surprised and torn because as a mother of young kids, I didn’t know what to do. I took the job … it is also such a great company that I didn’t want to lose [the] opportunity.” – Laura Smith, marketing and administration, FatWallet.com

“In April 2009, I found myself laid off from my first job in the industry after graduating college. I [found a position] advertised as a temporary, part-time position beginning in mid-October through the end of the year (2009) with the opportunity to possibly come on full-time after. But I knew I had to take the chance. After a successful interview, I was hired and started the following week. I learned a lot working as a part-time employee and was entrusted with a lot of responsibility. I was excited as the end of the year approached with the thought of possibly being made an offer to join full-time. A few days after returning [from a trip to Texas with one of the clients I work with], one of my supervisors called me into his office and handed me an offer letter. I would start my full-time in January [2010]. The transition to full time was easy because I already knew the staff and had developed good working relationships with many of them. I knew my way around and did not feel like a new employee, even though technically I was. There is still a lot to be learned as I have more new tasks to work on now, so in that sense I feel a little like a new employee, asking lots of questions. But, the staff has made me feel welcome as a full-time employee and continues to stop by my office to congratulate me and see if I am getting settled in my new home.” – Lauren Mangnall, program coordinator, Drake & Co.

Regardless of the economy’s state — whether it’s booming or withering — people care about money. It pays the bills, after all. While salary is important, it doesn’t exist in a vacuum. How much you earn often depends on where you live, and where you live affects how far your dollar goes. All of these factors depend on the overall economy, which we all know depends on several other factors.

Right now, everyone is looking for a sign that the future is going to be better than the last couple of years. Executives, analysts, teachers and college seniors and everyone in between want to know they will have a job tomorrow and be able to earn a livable income. No one can predict the future, unfortunately, but we can look to the past for signs of what’s to come.

CBsalary.com looked at the wage growth across the United States from 2007-2008, which is the most recent data available. For the entire country, the average was 3.4 percent, but some cities fared much better (nearing 10 percent increases) and others fared worse (hovering near zero). Although no city showed an actual decline, several showed minimal growth, especially in comparison to other regions.

Whether you’re curious to see if your city is one of the best or worst for wage growth, or you are looking for information before relocating, here are 20 cities with the fastest wage growth and 20 cities with the slowest.

Fastest wage growth:
1. College Station-Bryan, Texas
Wage growth: 9.5%

2. Gulfport-Biloxi, Miss.
Wage growth: 7.2%

3. New Orleans-Metairie-Kenner, La.
Wage growth: 6.8%

4. Redding, Calif.
Wage growth: 5.9%

5. Merced, Calif.
Wage growth: 5.7%

6. Boise City-Nampa, Idaho
Wage growth: 5.5%

7. Dover, Del.
Wage growth: 5.4%

8. Baltimore-Towson, Md.
Wage growth: 5.3%

9. Pocatello, Idaho
Wage growth: 5.3%

10. Jackson, Tenn.
Wage growth: 5.2%

11. Wilmington, Del.-Md.-N.J.
Wage growth: 5.2%

12. Atlantic City, N.J.
Wage growth: 5.1%

13. Casper, Wyo.
Wage growth: 5.1%

14. Lakeland, Fla.
Wage growth: 5.1%

15. Santa Rosa-Petaluma, Calif.
Wage growth: 5.1%

16. Waco, Texas
Wage growth: 5.0%

17. Athens-Clarke County, Ga.
Wage growth: 4.9%

18. Houma-Bayou Cane-Thibodaux, La.
Wage growth: 4.9%

19. Chicago-Naperville-Joliet, Ill.
Wage growth: 4.8%

20. Chico, Calif.
Wage growth: 4.8%

Slowest wage growth:
1. Florence-Muscle Shoals, Ala.
Wage growth: 0.1%

2. Ocala, Fla.
Wage growth: 0.9%

3. Alexandria, La.
Wage growth: 0.9%

4. Kalamazoo-Portage, Mich.
Wage growth: 0.9%

5. Saginaw-Saginaw Township North, Mich.
Wage growth: 1.0%

6. Springfield, Ill.
Wage growth: 1.1%

7. Visalia-Porterville, Calif.
Wage growth: 1.1%

8. Brockton-Bridgewater-Easton, Mass.
Wage growth: 1.2%

9. Waterloo-Cedar Falls, Iowa
Wage growth: 1.2%

10. Decatur, Ala.
Wage growth: 1.4%

11. Dubuque, Iowa
Wage growth: 1.4%

12. Cedar Rapids, Iowa
Wage growth: 1.4%

13. Amarillo, Texas
Wage growth: 1.5%

14. Weirton-Steubenville, W.Va.-Ohio
Wage growth: 1.6%

15. Greenville, N.C.
Wage growth: 1.7%

16. Gainesville, Fla.
Wage growth: 1.7%

17. Victoria, Texas
Wage growth: 1.8%

18. Sheboygan, Wis.
Wage growth: 1.8%

19. Tyler, Texas
Wage growth: 1.8%

20. Youngstown-Warren-Boardman, Ohio-Pa.
Wage growth: 1.8%

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

Emerging signs that the economic downturn is ending may mean you’re considering a job change, especially if you’ve been struggling under large workloads and high levels of stress. But what if you seek not just a new position but an entirely new career? You may dream of pursuing a personal passion, taking advantage of opportunities in an industry with significant growth potential or finding a path that better fits your skill set.

A new start can be attractive and worthwhile, but go in with your eyes open. It’s not always an easy road. Here are a few tips to help you make a successful leap into a new career.

1. Take a step back
Before you head full steam into your next opportunity, evaluate your present situation and make sure that switching careers is the right path. Are you unhappy with your job or the type of work you do? Would working for a company that provides better employee recognition or clearer paths for promotion, for instance, be enough to rejuvenate you? Be certain of your motivation before taking the leap.

2. Do your due diligence
If you think your current career path lacks promise, you can quickly convince yourself that any other option is better. But that may not be true. Pursuing a position in a struggling industry or area of the country, for example, could set you back professionally. Read trade publications, conduct online research and speak to members of your network to get a better sense of the field you’d like to pursue and its prospects. Also research any potential hurdles you may have to overcome prior to making the switch. You may have to gain new training or certifications, for instance, or face steep competition from a large labor pool.

3. Seek advice
Consider arranging an informational interview with someone in the field or position that interests you to get a real-world perspective. If you don’t know anyone, find out if people in your network do. Once you’ve identified the right person, contact him or her to schedule an informational interview. Be clear that you’re not asking for a job.

An informational interview will give you the chance to find out what’s currently happening in your field of interest and, potentially, additional insight into the hiring environment. You also can ask the people you meet with about how they started out in their careers, the challenges you might face when you make the transition and whether or not your contact can share any helpful advice for getting a foot in the door.

4. Know thyself
Once you know what opportunities are achievable, evaluate your current skills and experience and consider how qualified you are. For example, communication, organizational and leadership skills can often be effective across industries. Other skills, such as specific software knowledge, may not. The more transferable your skills are, the better able you will be to make a quick switch. At the same time, consider what skills or qualifications you might need to develop. Is extensive schooling or training involved? Do you need to become licensed or certified in a certain software or procedure? Think about the time and cost involved to determine the ease or difficulty of making a switch.

5. Transition slowly
Look for opportunities to give your new career a “test run.” Depending on the industry, you may be able to pursue volunteer or temporary work and determine if the new situation feels like a good fit.

6. Be realistic
No matter the economic climate, a career switch won’t usually happen overnight. It can often take time to transition into a new field, especially if you need to build skills, and you may have to start in an entry-level position until you gain experience.

Although it may not be a path to immediate employment, a career transition is an opportunity for you to rethink where you are headed and potentially discover a new course that gives you the professional satisfaction you crave.

Robert Half International Inc. is the world’s first and largest specialized staffing firm, with a global network of more than 360 offices worldwide. For more information about our professional services, please visit www.roberthalf.com.

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

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

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

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

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

1. Computer support specialists
Computer support specialists work in information-technology departments and respond to problems that employees have with technical equipment, most often computers. They troubleshoot software and hardware issues. Depending on their specific role in an organization, they might work as technical support or as a help desk technician. Technical support specialists work on site for an organization, handling employees’ computer issues in person and participating in the other computer-related daily operations. Help desk technicians respond to customer phone calls and instruct the caller on how to troubleshoot the issue through detailed directions.
Projected growth 2008-2018*: 78,000
Salary**: $54,963

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

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

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

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

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

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

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

Going back to school is an appealing option for many people, but they can’t afford to quit their jobs to be a full-time student. If this sounds familiar, there might be a solution that allows you to go to school and continue working: an online or distance-learning program.

Online colleges and distance-learning programs are ideal for full-time professionals because they can earn a degree without driving to a campus or attending classes, and they can learn on their own schedule.

While all of this sounds alluring, there are a few things to consider before starting online classes. How long will it take to earn the degree? How much will it cost? How do I know if a school is legitimate? And most importantly, how will employers perceive it?

What do employers say?
To many people, a degree is a degree — but to others, there can be an issue of trust, or lack of reputation and familiarity, says Marc Scheer, a career counselor and educational consultant based in New York City.

“Traditional programs have been around for hundreds of years, but online programs are relatively new [and] employers tend to be less familiar with them,” he says.

Employers are getting there, however. In a survey done by online institution Excelsior College and Zogby International, 61 percent of CEOs and small business owners nationwide said they were familiar with online or distance learning programs.

Not only are they familiar with them, but 83 percent of executives in the survey say that an online degree is as credible as one earned through a traditional campus-based program. Employers said such factors as the accreditation of the college or university, the quality of its graduates and the name of the institution awarding the degree were among other things they considered to make an online degree more credible.

Dannie McClain, a category manager for Town and Country Linen, says she thinks getting a degree from a school with both online and traditional programs has helped employers view her degree as credible. Initially hired without a degree, McClain now has a double online degree in marketing and business from Michigan-based Baker College, which also has online programs.

“I think gaining my degree from a ‘true’ college that offers online courses in addition to regular ground courses helps in my employer seeing this as a ‘true’ degree,” she says.

Not all employers feel the same way, however. Brandon Mendelson, a former business owner, says he wouldn’t consider an applicant with an online degree — even if he had everything he was seeking. He says he thinks that students get only a fraction of the learning experience online.

“I want someone who made the full commitment,” he says. “These days, there are no excuses. Your job will pay for school; colleges have day-care facilities that are usually free; so actually going to the school gives a candidate the edge in my book.”

The online advantage
But what about those who don’t have time to make it to school every day? Luckily, one of the biggest perks of earning an online degree accommodates that very issue.

“Online degree programs are designed to help adult learners with busy lives earn their degree without being tied down to class times and without having to go to campus,” says Jeff Caplan, dean of strategic enrollment management at American Sentinel University, an online university.

Michael Rogich, director of the center of online learning at Saint Leo University, based in Florida, says studying online is just as effective as studying traditionally, and in some sense is more powerful.

“With adult students, your options are either part time or online,” Rogich says. “Online, the student has more access to a good program and is constantly connected to instructors and fellow classmates.”

Tom Johansmeyer, who earned his MBA online and is currently working on his doctorate, is a perfect example. He says an online program was his only option for going back to school.

“I was working as a management consultant and spending 40 weeks a year on the road,” he says. “With that kind of travel schedule, it would have been impossible for me to get to a classroom.”

Indeed, online learning can benefit some students more than classroom learning. For example, some students might not learn as well in a classroom if they are shy or disengaged in group settings. In this case, Scheer says online students may benefit from their programs by interacting with students like themselves. Additionally, online discussions can be more inclusive and productive than classroom debates, especially because online forums offer more opportunity for participation.

Disadvantages to online learning
Not having face-to-face interaction with a teacher, however, can be seen as a disadvantage for some students.

“Being able to attend when you want means you have no face-to-face, so there are no real-time answers to questions you have,” McClain says. “You either have to wait for someone to reply to a forum, e-mail the instructor or hope that there is someone on IM that can answer you.”

Scheer says it’s easy for online programs to be fraudulent and nonaccredited, so there’s the possibility of being scammed or unable to transfer credits to another school. Finally, some employers simply don’t accept online degrees from any school, accredited or not.

Tips for finding a quality online degree
Are you interested in going to back to school online? Here are six things to consider when looking for a quality online degree program:

1. Reputation
Is it an institution that provides only online degrees or does it have physical locations as well? Having actual campuses helps to establish credibility. A red flag would be the existence of only a post office box or suite number.

2. Accreditation
The Department of Education says that researching the accreditation is essential. Diploma mills are usually accredited by fake agencies. It’s important to make sure the accrediting agency is one recognized by the department or the Council for Higher Education Accreditation.

3. Accessibility
Does the school offer technical help and easy access to speak with advisers, professors and the help desk?

4. How quickly can you earn the degree?
A red flag would be earning a bachelor’s degree in just months.

5. Program fees
Students should pay as they go and be charged per credit hour, rather than per program.

6. How hard is the work?
Diploma mills require very little work and often take life or work experience into account. Legitimate programs require the same amount of work one would expect attending class on a campus.

Rachel Zupek 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 her on Twitter: https://twitter.com/CBwriterRZ.

With 2010 in full swing, it’s hopeful that things are starting to look up for those who had a tough time in 2009, professionally or otherwise. While the hope is that those who have been unemployed in recent months have found a job, recent numbers show many people are still looking for work.

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

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

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

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

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

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

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

5. Instead of waiting for a full-time job … try looking for something in the interim
While most people might prefer to lock down a full-time job, these types of jobs are not abundant right now. Try expanding your search to something temporary or part time. Any kind of work, no matter how many hours you put in, will help you build up your skill set, which can only benefit you in your search for a full-time job. Not to mention, any new supervisors or co-workers that you meet will likely serve as a reference or at least part of your network in the future. Lastly, if you’re able to land a part-time gig in an area that interests you and in which you excel, it could lead to a full-time job.

Rachel Zupek 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 her on Twitter: http://twitter.com/CBwriterRZ.

By: Anthony Balderrama, PrimeCB.com writer

Interviewing for a job comes with several question marks. What do I wear? How should I answer this question? How long will this take? A good job seeker prepares. Take your suit to the cleaners. Think about your answers. Arrive for the interview in plenty of time.

But the one factor that can throw everything off is the type of interviewer you get. When you sit down at that table, the interviewer’s line of questioning and attitude will change what you say and how.

To give you a little extra help, here is a list of 10 types of interviewers you might encounter and how to deal with them.

1. Your best friend
What to expect: Too much of everything. You walk in the door and the handshake is a little too enthusiastic. The smile is too wide. The conversation is too personal. It’s all just too much. This interviewer treats you like a best friend, which is nice, but this style is unnerving because you want to be relaxed without forgetting that you are still on an interview.
What to do: Take this approach as a cue that you can be a little less rigid in the interview because the best friend doesn’t want an uptight employee. Just remind yourself that the interviewer can be more casual than you because he isn’t the one interviewing for the job. Show the interviewer that you’re relaxed, but stay professional and don’t act like you’re actually good friends — stories about wild parties and your personal life don’t belong in the conversation.

2. The interrogator
What to expect: Question after question after question. The interrogator doesn’t come to the interview ready for conversation. He has a list of questions to fire off and you had better be ready to answer them. Don’t expect to receive a lot of helpful feedback to gauge how you’re doing. Just expect more questions.
What to do: Watch episodes of “Law & Order” to prepare. You’re going to feel defensive the entire time and might walk away from the interview feeling as if you did something wrong. Once you realize that your interviewer is going to lambaste you with questions, just focus on answering them and don’t obsess over reading his reaction. You can try to initiate conversation with a few of your answers, but don’t be surprised if those efforts fail. This interviewer wants to hear your answers and see how you handle yourself, so staying calm is the best approach you can take.

3. The one who has better things to do
What to expect: An interviewer checking her e-mail, looking at you but not paying any attention to what you say. Some people are forced to participate in the interview process even if they have no interest in doing it, so don’t take it personally.
What to do: Answer the questions and be friendly. Try to hold conversations with this distracted interviewer and hope you can win her over — hey, it can’t hurt to have someone who likes you. But this interviewer either made up her mind before she walked into the room or doesn’t intend to give much feedback about you, so do your best but don’t take her disinterest personally.

4. The inappropriate one
What to expect: Cold sweats because you don’t know what to do or say. Every once in awhile you will encounter an interviewer who doesn’t understand limits. You might hear an inappropriate joke, a personal story that should be reserved for a therapist or a question that delves too deeply into your life. This interviewer probably isn’t trying to be inappropriate; he just has no concept of boundaries.
What to do: Stay in your comfort zone. Just because this interviewer is ready to cry on your shoulder, don’t feel pressured into doing the same. Answer what you want to answer and try to steer the conversation back to pertinent topics, such as the job requirements or your qualifications. The interviewer probably won’t realize how off track he is and will follow your lead. Of course, if you think the questions cross a line, then you want to get out of there ASAP.

5. The rule follower
What to expect: Every interviewing tip you’ve ever been told. Just like some students never imagine skipping a day of school or not doing homework, some interviewers can’t imagine going outside of traditional business interviewing protocol. Boring questions and a stoic demeanor are this interviewer’s best friend.
What to do: Be the best interviewee you can be. Do you know what your biggest weakness is? Do you know how to give the perfect handshake? Do you plan on wearing a conservative shirt under your jacket? You had better, because these by-the-book practices will earn you high marks.

6. The joker
What to expect: A comedy routine. Some interviewers have such a good sense of humor that they can’t shut it off even when they need to. You’ll answer a question and you’ll receive a sarcastic comment or a funny aside. This approach isn’t inherently bad, but it can confuse you because you’re not sure if the interview has even begun.
What to do: After a few minutes, you’ll realize that your interviewer is a joker. If this personality bugs you, you probably won’t like working for the company. If it doesn’t bother you too much, then try to play along. Joke back and show that you have a personality. For some interviewers, your résumé proved your qualification; the interview is their chance to see if you fit in with the gang.

7. The weirdo
What to expect: Strange behavior. We all know odd people, but we often forget that these odd people hold day jobs. And some of them are bosses or hiring managers who conduct interviews. Therefore we shouldn’t be surprised when we’re interviewed by a peculiar person who has macaroni art hanging in her office or who asks, “Who is your favorite member of the A-Team?”
What to do: Just go with it. Unless the weird factor transitions into creepy or offensive, you should just answer the questions and ignore oddities. If the questions and rapport are professional, but the interviewer is working on her origami, stay focused on the interview. She probably has no idea she’s doing anything strange and is paying attention to you.

8. The no-nonsense one
What to expect: Tough love. This interviewer doesn’t believe in sparing your feelings. He’s honest and will waste neither his nor your time.
What to do: Brace yourself. This interviewer will say that he’s not sure you’re qualified or that he fears you won’t fit in with everyone. Prove him wrong with evidence that you are perfect for the job. He won’t respect someone who cowers, so be just as firm with him.

9. The blank slate
What to expect: No feedback. The blank slate is an interviewer whose face remains unchanged for the duration of the meeting. You won’t see any hint that the interview is going well or badly.
What to do: Don’t try to break the interviewer’s façade. If you spend the interview looking for clues that you said the right or wrong thing, you’ll be miserable. Answer the questions, be yourself and stay composed. Your instinct will be to think that you’re bombing, but you never know with the blank slate, so don’t let yourself analyze the situation too much.

10. The mafia
What to expect: An intimidating group. Every group interview is an ordeal. The interviewers might be lovely, horrible or a mix, but you still have several sets of eyes staring at you.
What to do: Try to relax. That seems like impossible advice, but it’s the best approach. When you have multiple interviewers, you will see several types of interviewers, so you can’t try to please everyone. Try to be yourself and find the interviewers that seem the most responsive to you. When you see someone nodding in agreement or maintaining eye contact, you’ll feel more at ease and the nerves will begin to disappear.

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

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

We decided to ask hiring managers directly: What seals the deal when you choose to hire a candidate? Why do you choose one person over another? Their answers will give you some insight as to what you should pay attention to the next time you’re up for a job.

Here’s what hiring managers had to say:

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

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

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

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

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

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

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

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

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

Rachel Zupek 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 her on Twitter: http://twitter.com/CBwriterRZ.