The way a person presents him or herself, their body language, and eye contact all play important roles in the job-seeking process. Learning how to use video interviews to their benefit can help job-seekers secure the position they want by standing out from the competition.

Video Interview Do’s

• Be Clean and Well-Groomed. Most interviewees wouldn’t consider going to an interview with an unkempt appearance. The same should be true for video interviews. Be clean, well groomed, and wear professional attire. Appearance is the first thing to be noticed in a video interview.

• Consider the Immediate Environment. An interviewee’s immediate surroundings will play a part in the impression they make on the interviewer. Make sure the area that’s in view of the web camera is clean and neat. Messy, disorganized surroundings can lead the interviewer to believe that the individual is a disorganized person.

• Maintain Eye Contact. Eye contact is important in a video or in-person interview, as it conveys confidence, attentiveness, and interest. Maintaining eye contact lets the interviewer know that the job-seeker is invested in the interview and listening to what’s being said.

• Be Mindful of Facial Expressions. Nonverbal communication is as important as verbal communication. A video interview allows the interviewer to see the job-seeker’s facial expressions, which will either benefit the job-seeker or detract from his or her credibility. Use facial expressions that convey enthusiasm, interest, and a positive attitude.

Video Interview Don’ts

• Don’t Forget About Being on Camera. In a home environment, it’s easy for a person to forget they’re on camera. Getting too relaxed can lead to doing or saying things that cross the line from professional into personal, and negatively impact the job-seeker’s chance of advancing in the process.

• Don’t Have Pets or People Around. Most people know not to bring children, friends, or pets to an in-person interview, yet they’re sometimes seen wandering around the background in a video interview. This is distracting and unprofessional, and it can detract from the interviewee’s chance at the job.

• Don’t Forget Physical Evidence of Experience. Interviewing in-person or on video gives the job-seeker an opportunity to share a portfolio or physical examples of past work. If applicable, this can help the job-seeker provide evidence that he or she is the ideal candidate for the job.

Present the Whole Package

Hiring companies are looking for the whole package these days. Preparing for an excellent video interview will help a candidate’s chances of advancing in the job-seeking process, but other components matter, too.

An excellent resume and solid social media presence can also benefit job-seekers who want to stand apart from their competition. Where social media is concerned, it’s always smart to make sure the reputation conveyed is a professional one. Reputation.com is an effective company that helps individuals and businesses clean up their online reputation and make it the best one possible. Altogether, these components serve to help job-seekers put their best foot forward as they endeavor to secure the ideal job.

Do you feel ready for your video interview?

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To make matters worse most of the new jobs added are low paying service related positions, not the high paying jobs we saw before the recession. Bottom line: the competition for higher paying jobs is extremely fierce. This means you have to change your mind set.

Start by reordering your priorities. Stop spending all your time chasing posted jobs on Internet job boards. If you’re relying on playing the Internet Lottery to find your next job you’ve got a “monster” of a problem. Limit your “career builder” playing time to 15-20%. “Indeed,” you may get lucky by rolling the “dice,” paying to climb “ladders,” all the while looking for those “hot jobs.” Who knows, eventually you may end up “simply hired.” But there’s a better way to land the job you really want.

STOP WORRYING ABOUT FINDING A “JOB” AND START THINKING ABOUT YOUR EMPLOYABILITY!

Here are 6 Tactics for a Successful Job Search in the New Economy:

Tactic #1: Fire Your Resume
Your resume is a necessary evil. You have to have one because that’s how the game is played. But it’s doing a lousy job of getting you in front of the hiring manager – the one person who can truly appreciate the value you bring to the table.

Tactic #2: Target Companies, Not Jobs
This is the BIG shift you need to make in your thinking! Instead of chasing posted jobs, start thinking about the kinds of companies you’d like to go to work for.

Tactic #3: Define Your Value
What is it that makes you employable to your targeted companies, moving forward? It’s a lot more than static information on your resume. Your resume is old news! Companies don’t hire you for your past; they hire you for their future, Your value is a blend of your skills, experience, expertise and style that may uniquely fit your targeted organization and be instrumental in helping them increase profitability.

Tactic #4 – Target the Hiring Manager
Sending your resume into targeted companies where you’d like to go to work and where you know you would bring added value is not enough; you need to identify the hiring manager. How do you find the names of hiring managers in your targeted companies? This is where your professional network comes in, particularly the people you’re connected with if you’re on the business-oriented social media site LinkedIn.

Tactic #5 – Get Referred to the Hiring Manager
Without a doubt, the best way to get an interview is to be referred to the hiring manager by someone he or she trusts. Again, this is where LinkedIn can help.

Tactic #6 – Broadcast Your Value… Not Your Resume
Educate the business community (hiring managers) about who you are, and the potential value you offer, WITHOUT using your resume as an initial means of introduction. This is where your Biography comes into play.

For more information on these tactics and samples of a biography and associated cover letters, please don’t hesitate to email me.

Are you willing to change your mind set?

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Yes, I know what you’re thinking: That’s great and all, but what does it have to do with me and my job search? More than you realize, potentially. More than half of Americans either own or work for a small business. On top of that, small businesses create two out of every three new jobs generated in the U.S. each year.

Have you considered working for a small business? A lot of job seekers haven’t. When thinking about their next position, their minds immediately home in on large, well-known firms. It makes sense. These employers may have hundreds or even thousands of openings at any one time. And there’s a certain allure to working for a household name.

Don’t get me wrong, working for a large company can be great. I work for a global firm, and I love it! But it would be a mistake to focus on these organizations exclusively when you’re searching for employment.

Here are five advantages of working for a small business:

1. You can make a difference. Having fewer staff members means that smaller firms need people who are willing to step up and take ownership of projects. If you have an interest in a certain area, chances are all you need to do is raise your hand to get involved. You can play a direct role in turning an idea into action. For professionals just starting their careers, this type of responsibility can be especially valuable.
2. You can learn an awful lot. The marketing or IT team at a small firm may be just a single person: you. You alone may be responsible for finding a solution to a business challenge, having at your disposal only scarce resources and a shoestring budget. Your skills will be tested — and strengthened — every day.
3. You can be flexible. Smaller firms typically have fewer rules, guidelines and policies, as well as fewer levels of management, than their larger counterparts. That gives you more flexibility in how you approach your day-to-day activities and structure your job.
4. You can get in on the ground floor. We all know the stories of mega-firms that started in garages and dorm rooms — as well as the rewards those who helped grow these companies eventually reaped. Yes, very few small firms ever reach Facebook-type size. But expansion is not uncommon. And those who were with the company in its infancy are often first in line for promotions and pay raises.
5. You can be part of a great team. If you work for a company that has just a couple dozen employees, everyone will need to rely on each other to get things done. That can lead to extremely strong bonds among colleagues. At the same time, you’ll have visibility that many workers at large firms can only dream of. After all, the president of the firm may sit next to you or be your boss.

Have you ever worked for a small business? What did you like most about it?

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Here are 5 key components a successful first day:

1. Research: Think back when you prepared for your interview. You need to do the same type of research before starting on Day One. Refresh your memory by reviewing their website and learning about the company initiatives, locations, goals, policies, products and divisions. Spend some time on the company social media sites also. Be sure to like their Facebook fan page, Follow on Twitter, Like the LinkedIn Company page and so on.
2. Logistics:  Make sure you have complete clarity about the starting date and location. Double check your notes and offer letter. It’s a good idea to physically check out the location in advance if you haven’t been there before. Make a trial run and top off your gas tank or transportation card. You will want to figure out the commute whether by car or subway.  You may have interviewed at 2 PM but your job starts at 9 AM.  The commute time may well be different for the first day. You may need to get a security badge which takes time the first day so it’s best to find that out ahead of time so you are not late for the first meeting with your hiring manager.
3. Dress: The best policy is to dress professionally and fit into the corporate culture.  A finance company in New York City will be more formal while a social media tech start-up in San Francisco might not be. Think back to the interview for your clues.  Stay away from flashy or revealing outfits no matter what kind of office you are working  in. It will always serve you well to be classy and professional looking. Make a great first impression on your new coworkers now!
4. Bring: Go ahead and bring your cell phone but don’t use it except during lunch or breaks. If you spend your day texting, you will be headed for trouble. Bring some water and snacks so you are prepared.  You will need to navigate the lunch and snack time over the first few days.  You might need your laptop or other supplies,so that’s a good question to ask before the first day.
5. Attitude: Go in with a smile and be ready to listen and learn. Ask questions and be helpful. Take notes and be inquisitive. Be ready to assist in a variety of situations. Remember that even though you signed on for meaningful and meaty projects,  everyone has to do the lower level tasks sometimes. Also be ready to help other team members when needed. Approach all your work with enthusiasm.

Internships are all about learning and expanding your universe. Now it’s time to take this  fantastic opportunity and run with it!

Do you feel prepared for your first day?

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© Copyright 2013. Sandra Long. All rights reserved.

But, what’s even more surprising to some job candidates is the fact that some potential employers ask for the passwords to an applicant’s social media accounts.

Job seekers who’ve never heard of this practice might understandably feel that it’s an invasion of privacy. But, again, personal and professional social media activity can come back to benefit or hinder the company a person works for.

Read on to learn more about the pros and cons of allowing a potential employer to take an inside look at social media accounts, as well as steps job seekers can take to make social media participation work in their favor.

Pros and Cons of Allowing Access to Social Media Accounts

Pros:

• In-Depth Professional Profile. Social media account profiles can serve as an online resume, offering more in-depth information than one can possibly fit on a one- to two-page resume.

• Demonstration of Professional Connections. Connectivity to other professionals is important and conveys experience and authority in one’s field.

• Verification of Reputation. The content and connections found in various social media accounts will verify a solid, professional reputation or make it clear that a candidate’s reputation is sketchy.

Cons:

• Access to Past Foibles. Mistakes made years earlier can be discovered through access to a job seeker’s personal social media accounts.

• Reputation Damage. Forgotten posts and images from the past can result in professional reputation damage.

• Peek into Private Life. A potential employer’s access into personal social media accounts can feel like a gross invasion of privacy.

Social Media Accounts: Get Them Ready for Professional Viewing

• Account Cleanup. Go through social media accounts with a fine-tooth comb. There are companies that can help an individual learn how to remove personal information from the internet, if the person wants to go that route.

• Make Key Connections. Connect with other professionals in the same field, especially those who are well-established and have an excellent reputation.

• Build Reputation in the Field. Post professionally on a consistent basis and build thorough, professional profiles to establish and build a solid reputation.

Does the Separation Between Personal and Professional Still Exist?

The development and increased use of social media in an individual’s personal and professional life makes it feel as if the line between the two is almost nonexistent. In a way, this is true, and the need to be increasingly vigilant with one’s online reputation is more important than ever. In fact, even offline activity can come back to hurt a person if unprofessional behavior is discussed or documented online by someone else.

Anyone wanting to advance in their career should use social media with that in mind. This doesn’t mean that personal accounts shouldn’t exist. But it does mean that extra caution and care in what’s said or what images are posted can prove to be beneficial in the long run.

Social media accounts that are kept free of detrimental posts and photos can’t come back to harm a job seeker years down the line.

Do you feel that giving passwords is going too far?

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But if you want to be a professional accountant, you still have to learn how to use accounting and financial software.

Why?

1. Time Savings

The primary advantage of using financial software packages over programming your own Excel workbooks is time. Instead of having to spend hours or even days putting together the perfect program, you simply have to put the right numbers into the right boxes. You can input your clients’ information immediately and get the information you need.

2. Familiarity Breeds Trust

The public is already familiar with the names QuickBooks, Quicken, and the other major financial software brands (like Intuit). They’ve heard over and over again how great these programs are. They already trust the software (even if they haven’t used it themselves).

They don’t yet know you or trust you enough to put their faith in your freehand accounting skills. Understanding your way around the programs your clients trust makes you trustworthy by association and will help you find more business.

3. Your Firm Uses It

Unless you plan on going into business by yourself, you are probably going to wind up working for a larger accounting firm (or in the accounting department of a bigger company). The company or firm that hires you is already going to have financial software in place that they will want you to use.

Knowing how to use all of the popular financial software programs helps give you an edge over other applicants who might still be learning. More importantly, being able to use the program with which your boss is already familiar and comfortable makes you a better employee.

Here’s the good news: It is not usually difficult to learn how to use most financial and accounting software programs. You can check a few books out of the library and learn the basics within an hour or two. Or, if you want to really understand the functions of each software package, you can take a class (most community colleges offer classes for the big accounting and bookkeeping software programs).

There’s no rule that says you can’t keep working in Excel for your own independent work. You might even think about using those skills to develop the next big name in accounting and bookkeeping software. For now, though, learning how to work with the “big kids” that are already there will save you time and energy.

What do you think is the best account software? 

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So what do you do? How do you make sure your resume reflects your awesomeness if you can’t write about it without cringing?

You’ve got two options:

1. You can get over it.

2. You can hire a resume writer.

Hiring a resume writer seems like a superfluous expense. You’re already strapped for cash and making ends meet is difficult. Do you really want to spend money paying someone to do something that you ought to be able to do yourself?

Good Resume Writers Are Like Ghosts

A good resume writer will be able to create a resume that sells you and reads as if you had written it yourself. They will learn your cadence and style and be able to implement that.

Special Fields Have Special Needs

If you work in a highly specialized field, it can be difficult to find a writer who can talk about your education and background in a convincing way. A great writer should be able to do it, but you might have to pay more money for this specific skill set.

You Can Find What You Need Online

There are plenty of free tutorials on the Internet that will teach you how to format a good resume and give you examples of how to write out your background, accomplishments, and goals.

Hiring a Writer Saves You Time

If someone else writes your resume, that saves you potentially hours of time learning how to do it yourself. That’s time you can use to track down new job leads, make connections, etc.

How Many Resumes Do You Need?

Many job seekers have found that having separate resumes for different types of job fields helps them get ahead of the pack. Creating one resume to highlight your education when you’re applying for a job in academia while creating another to highlight accomplishments when you’re applying for a job in the private sector is just good business sense. It’s the job seeker’s version of “knowing your audience.” A good writer can help you do that.

Do You Need a Cover Letter, Too?

If you can figure out how to create and format a good resume, you can probably figure out how to compose a fantastic cover letter. If you’re having trouble with your resume, though, you might want to find someone to help you with the cover letter as well. It’s possible to find resume writers who can do both.

Whether or not hiring a professional resume writer is in your best interest is really up to you…and how honest you can be with yourself. If what you’ve been using hasn’t proven helpful, maybe it’s time to hire a pro.

Is your resume application ready?

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“Instead of a cover letter, please send us instructions on how to make a peanut butter and jelly sandwich. Text, images, video …  the format for your PB&J tutorial is up to you, as long as following your instructions results in a really delicious sandwich.”

How many people do you think overlooked these instructions and forwarded a cover letter instead?

Chances are very good that a potential employer won’t ask you for your sandwich-making secrets (using boysenberry jam, in my opinion). But that’s not the point. BuzzFeed included this request to serve as hurdle No. 1 for job seekers — that was the point. Those who sent in the asked-for tutorial moved on in the hiring process. Those who didn’t were likely eliminated from consideration.

Many job seekers focus so intently on getting their resume and cover letter just right — which is great, of course! — that they don’t think about making an effort to ensure these documents actually wind up in the hiring manager’s hand.

Here are a few common — and easy-to-overlook — mistakes candidates make when submitting their application materials. Be on the lookout for them.

Ignoring the instructions. Read the job post carefully and do what the employer asks. Some will want you to you include the position title or job number in the subject line of your email. Others may request your desired salary or past compensation figures.

That said, pause if an employer asks for personal or sensitive information — your Social Security number, for instance. You’ll need to provide it if hired, but not before starting work. View it as a red flag if a hiring manager presses for these types of details.

Attaching the wrong document. If you’re emailing your resume to a hiring manager or uploading it as part of an online application, double-check that you’re attaching the correct document. It happens more often than you think that an applicant uses an old version of his or her resume or sends a random file. A hiring manager I know said she once received a fact sheet about California’s population from a candidate instead of the person’s resume.

Forgetting about the file name. Despite what some think, the file name you use for your resume matters. Here are a few I’ve received from job seekers: “OhBoy.doc,” “Hey there.doc” and “Jayzzz.pdf.” Were these resumes? I have no idea. Each time, I deleted the files right away because I wasn’t sure what they really contained. And I don’t think I’m the only manager who’s this cautious.

When sending your resume to an employer, make sure it’s clearly labeled. You won’t go wrong with “FirstName_LastName_Resume” or a similar name.

Referencing another firm. If you’re like most job seekers, you maintain “master” versions of your resume and cover letter and alter these documents based on the position you’re applying for. That’s a smart and easy way to customize your materials without having to reinvent the wheel every time. Just make sure any section of your master that references a company name, hiring manager’s name or job title is updated before you hit Send. There’s no faster way for your resume to end up in the “no” pile than by addressing it to the wrong firm.

How are you at avoiding these mistakes?

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In my internship coaching practice, I always advise students to start the search process early. Sometimes life ( exams, classes, illness, family) gets in the way of our best intentions. The good news is that you can very likely still find an internship in the middle or end of May.

Every day I meet small business owners who are interested in hiring an intern.  It might be their first experience so many of them aren’t aware of the need to post their positions in the winter or early spring. In addition, I am always pleasantly surprised to see even a few other opportunities popping up at larger brand name companies in May.

Here’s your plan to find an internship now:

• Make sure your resume and online profiles sparkle and professionally represent you for a prospective employer.

• Tap your college resources. Even though exams are ending, most of the college and university Career Services teams are still hard at work in the summer.

• Leverage your personal network. This is usually the very best way to find an internship or new job. It’s true in January and in May. Spend 80% of your time expanding your connections and meeting new people.

• Tap your social network. Make sure you are following, connecting and networking with a targeted list of employers and your college career officers.

It’s also a good idea to create a Plan B. This requires you to broaden your thinking about your summer work experiences. The point is to keep learning and try to gain some work experience, so it doesn’t have to be an internship. Some great examples: If you are interested in marketing or journalism- start blogging; If you are interested in social media and sports- start and manage a Facebook community for your favorite basketball team. If you are interested in the environment or nutrition or finance – find a local organization that you can volunteer with. Create a project. Take a class. Volunteer. Do some community service.

Network and attend an industry event.  Meet a local community leader in your hometown and ask for suggestions. The more you are out engaging with others, the more likely you will find an experience to make your summer very worthwhile.

What are your ideas to find the right summer experience?

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© Copyright 2013. Sandra Long. All rights reserved.

Online applications are a major source of frustration (as I’m sure you’ve discovered). Human Resources will defend the use of such applications as part of the ATS (Applicant Tracking System) they may be using. While such tracking systems make it easier for HR to collect, organize and store information on qualified candidates in their “black hole”, they are a nightmare for you the job seeker.

When it comes to recruiting talent Human Resources wants to control the process. The use of online applications makes it easier to screen you OUT, not in. There could be at least a dozen reasons why you could be knocked out of the running instantly: your name, where you live, your present employer, your previous employer, your title, your industry, your education, your lack of education, your affiliations, gaps in employment, your previous salary, your desired salary, etc., etc., etc.

Today’s job market is extremely competitive and companies receive an overwhelming number of resumes every time they post a job opening. A Director of Human Resources recently acknowledged that with their online application system receiving so many resumes on a daily basis, many of the most qualified candidates slip through the cracks unnoticed.

Again, when filling out the online application remember that it is designed to weed out those who are “not qualified” for the position. When asked for “previous or current salary” and “desired salary” don’t divulge either. Your previous salary is confidential information between you and your previous employer. Disclosing either could get you screened out right away. If you can’t get to the next field on the form leaving those fields blank, then enter $1,000 for previous, and $1,000 for desired.

Remember this: your previous or current salary has absolutely no relevance to the position you are now applying for. Moving forward, your salary should be determined by the value you bring to the organization as discussed during the interview process with your potential employer; specifically the hiring manager.

One of my pet peeves concerns the majority of companies that refuse to list the salary range for their posted positions. Human Resources will argue that not supplying the salary range gives them more flexibility and more candidates to consider. However, I believe potential employees have a right to know what the salary range is before wasting their time wading through an online application. A recent poll indicated 82% of respondents agreed.

If you want to wake up from your online application nightmare conduct a strategic job search by educating the business community about who you are and what you bring to the table. Avoid HR like the plague! Spend maybe 25% of your time applying online if you must. Spend the remaining 75% of your time focused on broadcasting your VALUE directly to hiring managers in companies of interest where you know your skills, experience and expertise would help increase profitability.

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Are you ready to awake up?

Greg Wood

Certified Career Management Professional

www.thehirechallenge.com

So what is a “job hopper?” Is it someone that changes positions every two years or less? Is it one year? Is it several short positions in a row? Personally, I don’t believe that one short stint at a company constitutes “job hopper” status, and I think it is pretty shallow to suggest that someone is a job hopper because of that. After all, any one of us can lose our jobs these days for numerous reasons, many outside of our control.

Nevertheless, I have to admit that avoiding the job-hopping label is a tricky issue for resume writers because a resume must remain truthful, and there is very little that anyone can do about the fact that a job seeker may have spent less than a year or two at some of his or her positions. However, thankfully, there are some things that can be done in these situations.

1.    Focus on position and not on company. Although your work history should be arranged chronologically, there is nothing to say that you cannot group companies together under one position title. Often candidates will have had the same position with more than one place. So why not arrange the work history by title first and then list companies underneath the title? I’ve seen this work very well with contract positions. Maybe someone was a helpdesk support contractor for 2 places from 2001 to 2004 (one for 1 year and one for 2 years). By placing both companies under the one title, then you place less emphasis on the short stay at each and more emphasis on the fact that you did that job for 3 years.

2.    Keep dates, but place them in less prominence and avoid months. Nothing says that employment dates have to be front and center or that you have to include months. Even if a recruiter tells you otherwise, they are usually just giving you busy work.

3.    Use an Additional Experience section for older positions. If some of your shorter stints are over 10-15 years old, then place them under an Additional Experience section. Most companies are primarily concerned with the last 10-15 years of work history anyway.

One caveat that I would like to mention here, however, is that some of these tactics may not always be looked on favorably with recruiters. Depending on which companies the recruiter is recruiting for, he or she might still want to see months or exact dates or want the resume more company focused rather than position focused. Job seekers would be wise to find out in these situations whether this is something the recruiter prefers or whether it is a make or break with the hiring company. There is a difference, and you have a right to put your best foot forward whenever possible. (That’s why you hired the resume writer in the first place. Otherwise, why don’t we all just fill out the same standardized form for every job application and be done with all this? But, I digress…)

Now here are some things you should NOT do when it comes to dealing with potential job-hopping situations:

1.    Don’t leave off dates all together. This is just a bad move, and unfortunately, I see job seekers do this a lot. Now you just look like someone who has something to hide!

2.    Don’t opt for the functional resume. Again, this is another bad move. Functional resumes just aren’t proven to be that effective. By and large, companies want to see a chronological work history paired up with job functions and accomplishments. In other words, they want the resume to tell a story. The problem with a functional resume is that it says a lot, but it doesn’t really tell the story. How frustrating it can be to have a job seeker say that he or she reduced expenses by millions but then not match that up with where that occurred. Now the hiring manager has no context for the accomplishment.

3.    Don’t lie. How many people lie on their resumes? Many, and companies are getting better at sniffing them out. Don’t stake your reputation on it.

So although job hopping is certainly a cause for concern, there are some things that you can do to lessen the negative impact on your resume.

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Are you ready to end your job hopping?

The point is that job hunting isn’t a solo endeavor. Almost everyone who’s searched for a new position and found success has at least a few friends, family members, colleagues or even near-strangers to thank.

But what happens when you’re on the other end of this request, and one of your contacts asks for your help? Chances are you’ll be happy to lend a hand. But don’t just jump in head first. If you take the wrong approach, you can actually do more harm than good.

Here’s how to help out the right way:

Offer unbiased feedback. If your friend asks your thoughts on her resume or job search approach, let her know upfront that you plan to offer the unvarnished truth. After all, you won’t really be helping if you’re not honest. That being said, you should be tactful and considerate when providing your critique.

Be a sounding board. A good way to show your support is to serve as a sounding board or a shoulder to cry on. Searching for a job can be frustrating, and sometimes having someone to vent to is what’s needed most.

Make connections. We all know the power of networking. So, help your contact expand his network by tapping your own. You might introduce him to someone you know in his target industry — even hiring managers, if possible. Use LinkedIn — or a good old-fashioned email — to bring the two people together.

Put in a good word. Offer to write a recommendation or a skills endorsement on LinkedIn. You can also volunteer to serve as a reference. None of these tasks takes much time, and any one of them can make a huge difference to your friend’s chances of success.

Understand what the person’s looking for. If your contact asks for job leads, be sure you understand her job-search goals. That means knowing more than what type of position she’s hoping to land. You need to dig deeper. How would your friend describe her ideal employer? What level of responsibility does she seek? Is she willing to commute a long distance? Would she relocate for the right opportunity?

Avoid information overload. You’ll want to keep your eyes peeled for job postings that your friend might be interested in. But be selective in what you pass along. Otherwise, you’ll simply be wasting your contact’s time.

Realize some of your advice will fall on deaf ears. And that’s OK. Your friend may have a very good reason for ignoring your guidance — remember, you don’t know every detail of his situation. Don’t pressure him to take your advice or be offended if he doesn’t.

Don’t flake. If you offer to pass along your friend’s resume or review her cover letter, be sure to follow through. And do so quickly. Along those lines, don’t volunteer to help unless you know you’ll have the time and resources to actually do so.

When a job seeker asks for your help, keep in mind that you don’t have to move heaven and earth to make a difference. A few minutes of your time may be all that’s required. After all, it’s often the little things that mean the most, especially in tough times.

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Are you ready to help?