Gaps in work history can occur for other situations besides the economy, such as family/maternity leave, caring for an ill relative or returning to school full-time. Whatever the reasons might be, the challenge for jobseekers is how to skillfully handle these gaps on resumes, social media profiles and in conversations with hiring managers, without jeopardizing their candidacy.

Given today’s economy, hiring managers are usually more accepting of gaps than in previous years. Even so, it’s wise to show them that you haven’t been idle during a period of unemployment. You want to confidently answer the questions: “Why did you leave your last employer?” or “What were you/have you been doing between Job A and Job B?” 

Start by filling in the gaps on your resume and on social media profiles with temporary or contract work, survival jobs or volunteer assignments. Here are some examples from my client case studies: 

• Educational Programs:  An unemployed business analyst returned to school full time for a certificate in data warehousing. She moved the “Education” section to the first page of her resume, then listed the name of her school, the program she was enrolled in, the core curriculum and expected graduation date.
• Caregiver: Several clients who have been primary caregivers for loved ones have listed this as an actual job on their resumes. To properly serve in this capacity, they had to resign from their full-time jobs.
• Contract/Temp Work: A laid-off accountant registered with several contract/temp firms. Because one agency kept him busy, he listed it on his resume as his current employer and wrote key bullet points about what he accomplished for each client company.
• Survival Jobs: A downsized marketing exec took a job in retail to bring in money while searching for another marketing position. He created an “Other Employment” section on his resume, and listed the retail position there.
• Volunteer Work: One client handled a major campaign for a high-profile foundation as a volunteer and listed that as her current status on LinkedIn.
• Workforce Re-entry: One woman had a nine-year gap when she took time off of work to raise a family. She inserted “Resigned to start a family” as one of the bullet points in her last job; then she listed the volunteer/leadership activities she was involved in while being a stay-at-home mom.   

On LinkedIn, you can even set your current status to: “In Transition,” then include a few sentences to explain that you are actively engaged in job search.

For interviews, prepare scripts to back up your gaps. Your scripts should be short, matter-of-fact and close-ended, e.g., “I was downsized because my company closed down the department I worked in.” <period> Then, redirect the interview about why you are perfect for this job.

Gaps in work history are part of life. When you have a strategy in place for handling them, you’ll overcome a major hurdle in confidently marketing yourself for the job you want.

 © 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

 The premise of behavioral interviewing is that a candidate’s behavior on an interview will predict their performance on the job. Interviewers identify the skills required for a specific job; then they tailor their questions accordingly. Typically, behavioral interview questions are “open ended” — requiring more than a “yes” or “no” answer — starting with “what,” “how,” “tell me,” “explain,” “describe” or “give me an example.”

 My mock interview experience reinforced the importance of what I teach my private clients: have a cache of “career success stories” memorized and ready-to-go, to draw upon for any behavior-based questions the interviewer might ask. With the competitiveness of today’s job market, having these stories prepared in advance will help you stand out among other candidates.

 The position I “interviewed” for was a fictitious customer service position. Some of the questions the interviewers asked me were: 

• Give me an example of how you worked on a team to achieve a specific result.
• Describe one of your recent projects and how you dealt with an unproductive team member.
• How have you recently handled a sensitive customer service situation?
• Tell me about a project where you weren’t recognized for your efforts. How did you handle it?  

When asked these questions, I fumbled for answers and knew that if this had been a real interview, I would have failed miserably because I was so unprepared. So, take my experience as a “lesson learned” to prepare for any questions interviewers might ask:  

• Research the company through their website, www.Google.com, www.Hoovers.com, or www.Glassdoor.com;
• Study the job description and note any tasks that might be unclear;
• Write out at least 10 stories (30-40 words each) that convey how well you can do the job. 

To prepare your stories, use the “Challenge-Action-Results” (CAR) model:

• The challenge you inherited: what made this task difficult, important, timely, urgent or valuable;
• The action you and/or your team members took: what you did, how you did it and what the roadblocks were;
• The results: what was the outcome in terms of quantifiable metrics or a “before” and “after.”  

When elaborating on results, consider that hiring managers are impressed with candidates who can help their company:  

• Make money or save money;
• Be more competitive;
• Keep customers and attract new ones;
• Make work easier or faster.

 <Download this worksheet to help you write out your stories>

 After writing out your stories, rehearse them out loud with someone you trust such as a colleague, mentor, spouse or significant other-anyone who has a vested interest in your success. Ask for constructive feedback and suggestions for improvement. You might even want to rehearse in front of a mirror, to gauge your body language and facial expressions.

 Preparing for behavioral interviews is critical to your performance. When you follow my strategy, you’ll avoid tongue-tied moments, be ready to answer any questions the interviewers will ask, and position yourself as a top candidate for the job.

© 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

Your biggest fear is that hiring managers will find this error and discard your resume, based on this common premise: “If you make a mistake on your résumé, you’ll probably make mistakes on the job.” Before you chastise yourself for this oversight, you may be surprised to know that minor typos aren’t always noticed or viewed as disqualifiers by hiring managers.

“You can’t avoid every mistake and recruiters do make allowances under certain circumstances,” says Kris Maher in the article “Strategies for Avoiding Common Resume Errors.”  Besides this, a survey by Career Directors International revealed that only 50% of the respondents said that typos can ruin your chances [at getting the job] and the other 50% said that one or two small typos typically do not matter. Even so, the survey’s final comments stated: “Because you never know how an employer may take an error as a reflection of the candidate, it’s always best to proofread not once but two or three times!”

For an error-free resume, follow these proofreading tips: 1) Print out your resume and read it out loud; 2) Read each line backwards (right to left); 3) Scan it diagonally (like an X) from both directions. You’ll be amazed at how many mistakes you don’t catch (including words that are spelled correctly but used in a grammatically incorrect context) by simply reading it silently from left to right. 

Two more critical proofreading hints: 1) Don’t rely on a spell-checker to proofread for you; 2) Be sure your contact information is 100% correct–including your email address and phone numbers! 

As for resumes with errors which you’ve already sent out, use these damage control strategies to get corrected copies to hiring managers and boost your candidacy:  

1) Resend a corrected version to target recipients; but don’t point out the error. If you’ve kept good records about where you’ve sent your resume, it will be easy to recall who to send it to. Include a short note that you can edit for each situation:

“Dear Recruiter: Earlier this month, I emailed you a copy of my resume in consideration of career opportunities that might be available within your client companies. Attached is an updated copy, so please discard the earlier version. Thank you.”

2) Refresh your resume on job boards, online applications and social networking sites. Besides providing the corrected resume, you’ll get higher rankings in the search engines, because they will treat the update as fresh content.

3) Reframe the situation from a “sales” standpoint. Resending or reposting your resume can work to your advantage. Salespeople know that it takes six or more attempts to reach prospects before getting an appointment. Since job searching can be likened to “selling your skills” to employers, another “ping” of your resume presents another opportunity to connect.

You should always proofread your resume carefully before sending it out. If you implement the strategies above, you’ll avoid embarrassing mistakes and keep your job search on-course.

© 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

Jack’s declares that it’s in candidates’ best interest to avoid talking about money too soon, because it can weaken bargaining power in negotiating a fair compensation package. He says that if you talk money first and if the number you quote is too high, you may be disqualified; if you quote a number that is too low, you’ll run the risk of settling for the lower end of the salary range of the job, if offered to you.

Despite these wise words, jobseekers are stumped about how to handle this issue when completing online job applications. “Current Salary” and “Desired Salary” are required fields in most cases; and there’s usually no option to quote a salary range or to select “Negotiable.” If these fields are left blank, the application can’t be submitted. So you are either forced to put in these numbers or forgo the opportunity.

The question is: how can you apply for the job as a qualified candidate without putting yourself at a disadvantage by talking money first? Here are some ideas:  

• Determine if the job is the right fit before you apply. The salary might be attractive, but if the job would not be the best use of your strongest skill sets, you are better off passing up the opportunity.
• Submit a well-researched “desired salary” figure for the job. Some excellent resources for salary research are http://www.jobsearchintelligence.com, http://www.payscale.com and http://www.salary.com.
• Factor your “ideal range” into your “desired salary”. In his book, Jack Chapman talks about the importance of knowing your Ideal (highest), Satisfactory (acceptable) and No-Go (unacceptable) salary numbers; your “ideal range figure” should be the average of the “Ideal” and “Satisfactory” number, leaving room to negotiate up.
• Be truthful about your salary history because these figures can be easily verified for accuracy. Employers disqualify applicants who submit falsified information, which is a far more serious issue than quoting a desired salary that may be too high.
• Look for additional ways to communicate. If the application allows you to submit a cover letter or commentary, you can explain that your “desired salary” is negotiable, which you’ll be glad to discuss further when appropriate.

Nick Corcodilos, a.k.a. “Ask the Headhunter” has other insights about handling salary info online. In a recent blog post, he said: “Ignore the application and “find a better way in the door…” He also cautions that companies who want salary figures upfront may be reflective of a “herd mentality” culture. “If you don’t cooperate [by refusing to submit your salary info online] the company has plenty of other applicants who will do what they’re told, and destroy their ability to negotiate… It wants cows, not people who think and act outside the box. Join a company like that…and soon you’ll be looking for yet another job.”

Salary negotiations can be tricky, especially if you have to reveal your salary history and requirements when applying online. If you skillfully use the strategies above, you’ll get your foot in the door and be able to negotiate your best compensation package – after you get the interview and are offered the job. 

© 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

But regardless of how good your resume is or how skillfully you interview, your references can make or break your chances of landing a new job. So, it pays to stay on the radar of former supervisors, coworkers and customers who can provide glowing recommendations about you to prospective employers. 

To do that, you must regularly re-evaluate and reconnect with your references to ask permission to list or continue to list them, express your appreciation, offer to reciprocate by being a reference for them, and get their updated contact information. In today’s turbulent economy, it’s more challenging to keep track of people who might have relocated due to mergers or downsizings.  

Who makes the best references? People who have worked with you and will speak favorably on your behalf: besides former supervisors, clients and coworkers, you can include former subordinates and vendors who frequently interacted with you. A broad mix of professionals on your reference list will give hiring managers a perspective on how you deal with various levels of personnel. 

When reaching out to current and potential references, be sure to communicate the following: 

• Acknowledge their importance / value to you. (i.e., why you respect them; why you value their opinion of you and your work)
• Explain that you intend to begin a job search soon.
• Ask their permission to be used as a reference.
• Clarify that no action is required at this time.
• Inform them that you’ll contact them when officially begin your search.

 Here’s a suggested script (for phone or email) which you can customize according to each reference situation:  

 “[Name of Reference] I’m [calling/writing] because we’ve known each other for a while, I respect you [add details] and I think you would be a good reference for me in my job search. There is nothing you need to do for now. I just wanted to tell you about it and find out if it’s okay with you to be a reference in the very near future. I’ll contact you again when I’m ready to start interviewing and will provide you with a copy of my resume. I really appreciate your help.”

After your reference agrees to help you,ask how he/she wishes to be contacted; then get his/her appropriate telephone numbers, mailing address, email, etc. Download this form to help organize this information. 

One caveat: if you are currently employed, I recommend using only outside references, meaning no one from your present employer. When filling out applications, explain that your supervisor would give you a great reference (as long as this is true) but you wish to keep your job search confidential. In most states, employers use “at will” hiring practices; this means they could terminate you, without warning, if they suspect you are job searching.

Good references are crucial during a job search and throughout your entire career. These strategies will help you build and maintain a network of people who can advocate for your candidacy, whenever you find yourself in a career transition.

 © 2011-2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved. www.career-success-coach.com

The solution: Use this four-step strategy to follow up in a professional manner without being a pest and feel in control at the same time. And if the career opportunity appears to be a “no-go,” this will close the loop and help you move on.

1) Get permission to follow up. Don’t leave the interview without it! When your interview ends, ask the decision-maker when you can expect to hear from him/her regarding the status of your candidacy. If he/she responds with: “I’ll call you to let you know our decision,” you can say, “You’ll call me? Great! When can I expect your call? Next Monday? Okay! If I don’t hear from you by Monday, would it be alright if I follow up with you by phone on Tuesday?” Usually, the interviewer will say “yes” – especially if you are a strong candidate.

2) Reiterate in writing. Send a thank you letter to each person you interviewed with. While email is faster, a hard copy will create a more lasting impression amidst email clutter. Your letter should: a) express appreciation for the interviewer’s time; b) restate your interest in the position; c) recap highlights of the interview; and d) summarize your qualifications. In your letter to the decision-maker, say that you look forward to speaking with him/her on the agreed-upon date regarding the next step in the interview process.

3) Pick up the phone. If the decision-maker hasn’t called, follow through with your planned phone call. The best time to reach decision-makers directly, without being routed to voicemail, is before or after regular work hours. If you get voicemail, leave this message: ” Hi <hiring manager>. This is <your name>, a candidate for the <blank> position. I was expecting a call from you yesterday, regarding my status. I haven’t heard from you, so I’m following up as we agreed. Once again, this is <your name> and my number is <blank>. I look forward to hearing from you soon, thanks!” Do this once a week, but stop after four times.  

4) Close the loop and move on. If you’ve faithfully completed steps 1-3 above and you’ve gotten no response, most likely another candidate has been selected or the hiring process might temporarily be on hold. For your own well-being, it’s worthwhile to follow up one more time to close the loop and move on. Use this script, which is adaptable to voicemail or email:

“Hello <name of decision-maker>, I’ve followed up with you on <agreed upon date>; then four times after that and still haven’t heard from you. I’m assuming your hiring process is taking longer than expected, which is totally understandable. However, I want you to know that I’m continuing my search and may not be available in the future. So, I’d appreciate if you could let me know where I stand by <date chosen by you>, so we can both move forward. Thanks again for your time and consideration up to this point.”

Taking this final step will help get you off of dead center by:

a) Conveying to the hiring manager that you won’t wait forever; if they want to hire you, they’d better act quickly;

b) Allowing you to put closure on the situation, so you won’t waste any more energy on it;

c) Clearing your mental clutter to allow other opportunities to come your way.

Following up in a professional manner is good for your reputation, self-confidence and peace of mind. With these scripts in hand, you can manage any jitters and keep yourself moving towards the dream job that awaits you.

 © 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

But have you also noticed that when you take a break from waiting and focus on something else, your much-desired response finally comes in, or even pleasant surprises you weren’t even expecting?

This is a basic universal principle at work: the less you appear to need something, the more you will attract it.

Talane Miedaner, author of Coach Yourself to Success, calls this “detaching from the outcome” (Ch. 94, p. 228). She explains: “To attract what you want, you need to want it with all your heart and at the same time, not need it or have to have it.” “If you really want a particular job,” she says, “it helps to have offers at a number of places, to increase your bargaining power.”

Focusing on getting that ONE particular job — to the point of desperation — will have a harmful effect on your search. “People can sniff out desperation a mile away,” says Ms. Miedaner. “If you rely on one person or organization to meet your needs, you’ll soon be in trouble because you will depend too much on them and wind up repelling them.”

Acting in such an anxious manner is especially unattractive to prospective employers. Hiring managers don’t care how badly you need a job to pay your bills. All that interests them are the problems you can solve for their company.

If you want to get hired faster, it is critical to detach from the outcome. You must dial down your desperation and diversify your job search activities to reduce your neediness and create more possibilities for yourself. Here are 10 things that can help you accomplish both:

1) Edit out “desperate jobseeker” language from your LinkedIn profile. Here are three strategies you can implement right away.

2) Rework your finances to live on less during a period of unemployment. Doughroller.net offers a list of 10 free and low-cost online budgeting tools.

3) Practice meditation to reduce anxiety and stress. Learn how in Real Happiness: The Power of Meditation: a 28-day program by Sharon Salzberg.

4) Stop reading negative news reports about the labor market. Instead, subscribe to Mark Hovind’s JobBait newsletter, to learn about employment trend updates and breaking news that can help your job search.

5) Take a temp, contract, consulting or part-time position. Besides making money, you’ll keep your skills fresh and be more employable; one job will attract another.

6) Engage in offline activities to expand your network, like joining a professional association or visiting a job club.

7) Get off the job boards and try a targeted direct mail campaign. Build a list of 75-100 companies you’d love to work for, and then send a letter of inquiry/interest to the decision-maker.

8) Showcase your value. Start a blog and write about what interests your target employers. Use free tools like Blogspot.com or WordPress.com; add your blog link to your LinkedIn profile; tweet your posts on Twitter.

 9) Resist the urge to rewrite your resume over and over again. Tell yourself “it’s good enough;” then spend more time on networking; because people hire people – NOT resumes.

10) Ramp up your networking activities. Follow the guidelines in the book: Highly Effective Networking: Meet The Right People and Get a Great Job by Orville Pierson.

Detaching from the outcome will help remove the unattractive affect that desperation can have on your job search. If you follow some of the steps above, you’ll notice an increase in job-search responses, leading to more interview and offers!

© 2011 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

You may not know this but some online applications are disguised as “computer literacy” tests. According to a recent article by Jim Pawlak: “Beyond the Three R’s” (Worcester Telegram & Gazette, Money Section, August 30, 2009) “online applications aren’t just ‘applications’ – they are designed as ‘computer literacy’ tests.”  He says that many companies will evaluate candidates on how long they took to accurately and completely finish their applications.      

Follow these tips, to complete applications correctly and quickly, the first time:  

1) Scan through the application after you register on the site, so you know exactly what information is required.  It’s okay to register first, logout, gather required information, and complete the application later.

2) Have copies of your résumé and cover letter open on your computer, for quick posting (uploading to the server) or pasting to required sections on the application.

3) Be sure you have a strong Internet connection to avoid unplanned “timeouts” which could erase your work. Save your work frequently, as you complete each section.   

4) Use correct résumé and cover letter formatting. The requirements for online applications vary for each company, especially when you have to upload your résumé and cover letter.

5) Follow these guidelines to translate the format requirements from website instructions:

 * Attach / upload your résumé and cover letter:  This means that the only acceptable formats are Microsoft Word or PDF (sorry, WordPerfect or Microsoft Works users). Each company or job board may stipulate limitations about how many kilobytes for MS Word documents or megabytes for PDF documents, so check your document properties before you upload; otherwise your documents will be rejected by the server. When creating PDF documents, don’t use security features; otherwise, your documents can be opened, but not saved.     

* Copy and paste your résumé and cover letter: These instructions provide a box to copy and paste documents. Don’t copy and paste Word documents here, because they’ll be stripped of all formatting.  Instead use a plain text format (with line breaks) so your documents will be visible within the screen frame, instead of having lines wrapping beyond the margins.  

 * Create an online résumé: This means you’ll be copying and pasting sections of your résumé (and/or cover letter) into sections specified by the website.  What you need here is a plain text format (without line breaks). 

Download this quick tutorial for creating Plain Text résumés:   

If you’ve done everything correctly, you’ll receive a confirmation email to acknowledge that the company received your application. Then, you can either sit tight until hearing back; or you can take the initiative to  find an inside contact to check the status of your application. I’ll vote for the latter because the squeaky wheel usually gets the most attention!  

 ©  2009-2011, The Career Success Coach. All Rights Reserved.

 www.career-success-coach.com

 Most hiring decision makers are researching candidates online before bringing them in for interviews, so be mindful of how you build your professional presence on Twitter. You may not be aware of this but all of your tweets are permanently indexed by Google.

 Here’s how to get started on Twitter and build a solid foundation for your career campaign:   

 1) Go to www.twitter.com and click “Sign Up” You’ll be asked for your name, a user name (which becomes your Twitter “handle”) and an email address connected to your account.  

 2) Choose a Twitter handle (up to 20 characters) that reflects your professional persona or even your name — whichever presents you in a positive light. Mine is @Career_Success because it’s an extension of my website: www.career-success-coach.com.  Your Twitter handle becomes part of your Twitter URL, like mine is www.twitter.com/career_success.   

 3) Build your profile at www.twitter.com/settings/profile, where you can upload a professional headshot, provide your location, and list a website (if you have one) or your LinkedIn URL.

 4) Write a compelling 160-character bio (last section of the Profile page) that reflects your professional brand. Mine is “The Career Success Coach: Helping Executives, Managers and Professionals Find Perfect Career Paths Since 1991.”  

 5) Use “Twitres” http://twitres.com/ to display your resume. Simply upload a copy of your resume and it will appear as the background on your Twitter page.

 6) Find people and places to follow, such as target companies, recruiters and thought leaders in your industry. Use Twitter’s advanced search feature (http://search.twitter.com/advanced) to locate company names and inside contacts. One of my clients found a former supervisor on Twitter; he followed him, they connected and he wrote my client a LinkedIn recommendation.

 7) Listen carefully for hidden opportunities in your Twitter feed. Hiring managers or other decision makers may mention some unmet needs or possible positions in your industry or target companies. Initiate conversations with people you follow, using the “Message” feature on their Twitter page.    

 8)  Tweet value-added posts (up to 140 characters) that convey your expertise to your network, recruiters and potential employers. You can tweet your own blog posts or links to industry-related articles. Here’s an example tweet from someone in sales: “New sales lead tracking software to replace ACT is here: <article link>”. Use http://bit.ly/ to shorten links.

 9) Open a free account with www.TweetMyJOBS.com, to access thousands of targeted jobs matching your account profile. You can also get instant notification of new jobs in your Twitter feed or on your mobile device, and be able to post (and tweet) your resume and profile to numerous recruiters and hiring managers.

 10) Go to Job-Hunt.org to get free job postings of employers who recruit through Twitter: www.twitter.com/JobHuntOrg/employers-recruiting. To see what that was like, I signed up for a trial and was amazed at the quality of opportunities offered from companies like Citibank, Hertz and Kaiser-Permanente, to name a few.

 Of course, no single online platform will ever replace the relationships you’ll build offline. Nevertheless, with so many job seekers and hiring decision makers using Twitter, it certainly makes sense to add it to your job search toolkit.  

 © 2011 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved. www.career-success-coach.com

A better strategy is to research companies you’re interested in and market yourself directly to the decision-makers in these companies, whether there is an open position or not. The idea is to get your foot in the door and create relationships with these decision-makers.

One way to reach these decision-makers is with a targeted direct mail campaign. By incorporating direct mail marketing into your job search plan, you can: (1) increase your chances of meeting people in a position to hire and (2) potentially shorten your search time.

Start out by analyzing the following criteria:

• What types of positions are you suited for?
• Which industries will get the most value from your skill set? Those might be the industries you wish to target.
• Which cities and states are you willing to work in?
• What size company do you want to work for? Large corporations, small, privately-held companies, or mid-sized firms?

Once you’ve determined your search parameters, you can research specific companies accordingly. For example, if you’re a financial service professional inNew York City, you can research firms that have a significant presence inManhattan.

To find company lists, check out these three free resources:

1.   America‘s Career InfoNet Employer Locator: http://www.acinet.org/acinet/employerlocator/employerlocator.asp?nodeid=18

2.   ReferenceUSA.com: Available in most libraries, which you can access from home using your library card and PIN number: www.referenceusa.com

3.   Inc. 5000: A list of the fastest-growing privately-held companies in the U.S. Considering that large corporations are usually the first to have massive layoffs in troubled economic times, these smaller, privately-held companies will allow you to be a bigger fish in a smaller pond. http://www.inc.com/inc5000/2010/index.html

Other resources, including search engines, local newspapers, business magazines and even the Yellow Pages, can also provide valuable information about companies that meet your search criteria.

Your goal is to make a list of 75-100 target companies, then compose and mail a one-page letter of interest/inquiry to the decision-maker.

When writing your letter, be sure to:

1. Explain your reason for writing to this particular person; emphasize your research and knowledge of the company.

2. Give a brief summary of your career background. (Decide whether sending a résumé will be helpful or not.)

3. Mention your intense interest in the company and ask if they are open to having a discussion of how you can contribute now or in the future.

4. Indicate when you will call to set an appointment.

For a good presentation, be sure to print your letter on high-quality paper, and mail in a flat 9 X 12 catalog envelope. By sending a hard copy instead of an email, you’ll stand out and be more memorable to decision-makers whose inboxes are flooded with email messages.

You will probably ask, is direct mail worth the time and money? The “rule of thumb” in any direct mail marketing campaign is that you can expect a 1-3% response rate. Just remember, it only takes one good lead to turn into a potential job offer!

© 2011 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved. www.career-success-coach.com