Here in New England, the snow has a memory. You can still see tracks in the yard and open space, days after roads have been plowed and driveways have been cleared. You can tell where people and animals have been — and you can often see what they’ve done and left behind.

As temperatures rise or new storm fronts blow in, snow tracks disappear. But all of us leave a footprint that has a much longer life span online — in fact, many people continue to have a digital presence online after they die.  From casual conversations with friends, to comments on message boards, political donations and charity 5K runs, your activities will often show up in Google search results of your name.

Why does this matter? Conducting a Google search on candidates has become a standard practice: in fact, 90% of executive recruiters say they conduct online research of potential candidates (ExecuNet). Up to 70% of employers who use LinkedIn say they’ve chosen not to hire based on what they’ve found out about a candidate online, but only 27% give people the opportunity to redress any negative search results that are found.

If you are currently looking for a job, what people find in a Google search of your name matters. If search results for your name yield positive results that demonstrate your skills, interests, and experience, employers say it can help you get hired. If your search results include racy pictures, derogatory comments, or potentially illegal activities — you can potentially find yourself in the “reject pile.”

Here are five strategies you can use to protect your own online reputation:

1. Find out who you share your name with and share information accordingly.

Do you share your name with a few other people? If yes, consider including your middle name in your profile — or another variation of your name that you use.

For example, if your name is “Dave Matthews” and you are a CPA — you might want to be “David [middle name] Matthews, CPA” in any professional profiles posted online.

If you share your name with someone who’s been in legal trouble or in the court system, know why they are in the news — and tell potential employers who interview you “it wasn’t me.”

2. Know the results of a Google search on your name — and help people find your professional information.

Ever notice how ads on Google appear to be linked to your interests? It’s no coincidence. The ads that are returned to you are based on your own interests based on prior search results. (You can edit or remove your preferences here.)

Just as the ads you see are based on your interests and search patterns, you’ll receive search results generated from past clicks and your location. This means that what you see when you Google your name isn’t the same as what an employer sees — or what your friends across the country see.

Here’s a good general rule of thumb for having a professional presence on Google:  At least 1 of the top 5 search results for your name should relate to your professional interests. If you create and maintain a strong LinkedIn profile, this alone will help you significantly — as LinkedIn has high visibility in search results.

3. Keep your Facebook profile clean — and scan it for inappropriate content.

Facebook’s privacy policies are ever changing and hard to pin down. Even if you limit your content only to your friends, it can end being visible to others.

One way to make sure your content stays clear? Screen it with Secure.Me, a free tool that scans your Facebook profile. Secure.me can help protect you from viruses and give you advice on what to keep private. (It will also alert you to content that others could find questionable — so you can decide what to keep and what to discard.)

We hope you’ve found these tips to be helpful. Let us know if you use and recommend any others!

“Find a new (or better) job.” If this is your New Year’s resolution, you will be in good company with one out of four Americans who set goals at the start of the year.

But what’s the best way to keep your resolution? Especially given that a majority of individuals who make promises to themselves in the form of resolutions don’t keep them.

Here are three ways to help yours stick:

1. Get Ready

Create your own inner circle of trusted friends and supporters. Tell them three things:

a. What interests you
b. What you do best — skills and interests
c. How you plan to conduct a search

Then make the big ask: Now that I’ve shared this with you, will you hold me to it? Will you ask me regularly how it’s going and encourage me to keep it up?

Why this works: Peer pressure. It is harder to give up when you’ve said what you want to do out loud. In addition, people who know you are looking can keep an eye out for jobs that might fit you — and put in a referral or a good word on your behalf. (Did we mention that referrals are one of employers’ favorite ways to find new employees?)

2. Get Set

There’s no need to rush out to the 50 percent off Calendar sales to get better organized…use StartWire’s  free tools to:

a. Find and apply for jobs (check out our Express Apply features under Application Connect)
b. Track where you’ve applied (you may be able to receive auto updates on your application status)
C. Download an electronic record of your job search activity (StartWire keeps your data confidential but allows you to generate a report you can use to update others on your search. If you are receiving unemployment, you may be able to use this for your Work Search record.

3. Go!

Even if you applied for a job in November and are waiting to hear back, follow up! Following up and making a habit of applying for jobs as soon as you see them listed is a good way to stay visible for employers — especially if you’ve asked contacts inside a company to put in a good word for you.

As always, we’ll continue to give you tips that you can use for your job search in 2013.

Regardless of whether we hit the fiscal cliff or not, we will be back next week with tips you can use to protect yourself from economic slowdowns and unemployment.

Let’s make it a great year!

One of the most frequent reasons you may get ruled out of consideration for a job has nothing to do with your skills or experience. It also has nothing to do with how qualified you are for the position. It’s about how you market yourself.

We’ve talked about how the hiring process works on the other side of the corporate desk. Now it’s time to focus on another aspect of the U.S. job search — job seeker confidence.

The national unemployment rate went down from 8.3% to 8.1% in August, but the Bureau of Labor Statistics said the drop was not due to increased hiring — but rather to more discouraged workers dropping out of the job search process altogether.

While not an economist or a statistician, I have an alternate take on why monthly numbers for hiring were down: For most of us, July and August are by far the most popular months to sit by the beach, cook out, and take a vacation (paid or unpaid). Parents often schedule family time. Members on both sides of the aisle in the U.S. House and Senate traditionally take a five week recess — creating countless vacancies in parking garages across D.C. and a remarkably easy morning commute on the Washington beltway.

If you are looking for a job, it’s a similar situation to December: It can be a challenge to keep your job search mojo up when everyone around you is taking some time off! Especially given that many search committees may postpone or delay interviews or hiring decisions since “not everyone is in the office” or around to check references and sign-off on job offers. But don’t get discouraged! Typically, those who take off August return in full-force and a mission to hire in September.

At StartWire, we work hard to provide you with free time-saving tools that allow you to maximize your job search results while minimizing your effort. We only share job listings of opportunities that have been posted within the last two weeks — because who wants to apply for a job after all the interviews are finished? Our new ExpressApply feature speeds up the time it takes to apply for jobs. We provide you with an easy way to track your job applications and work search activity — and enable access to automatic updates on the status of your candidacy from over 7,000 companies across the U.S. To learn more about these features and how you can make them work for you, visit us at StartWire.

Now that the days are growing shorter, it’s a perfect time to dust off that resume and apply again — optimally, within seven days of a job posting since our research tells us that the early bird gets the job. So go ahead, what are you waiting for?

Good luck!

Ever applied for a job, interviewed, and never heard back — only to see the same job re-posted with a different job title or modified description weeks later on the company’s website? If yes, you are not alone.

This is the third post in a five-part series designed to take you behind the scenes for an in-depth glimpse of what really happens behind closed doors as employers go through the hiring process. We’ve shared information about how jobs are created and how employers find employees. Today, we turn our attention to a persistent problem that takes place inside companies when recruiters, hiring managers, and senior executives aren’t on the same page.

Miscommunication in the workplace with regard to hiring decisions costs companies time and money in lost productivity each year, and leaves many great candidates on the sidelines scratching their heads. Here are three common scenarios that happen as companies hire — as well as tips on how to spot and address them.

1. The unadvertised opening – a job “you’ll be perfect for.”Over 1/4 of all hires come from referrals or recommendations of employees or trusted colleagues. In a perfect world, you mention an interest in a hypothetical job to a friend. Your friend knows of a job and recommends you. You give a friend a paper copy of your resume. You land an interview. And you get hired — without ever applying. Unfortunately, this rarely happens without a few bumps. The biggest reason why: A majority of U.S. employers must comply with EEOC and federal hiring guidelines which state that jobs have to be advertised, and that candidates can only be hired if they are official applicants. (Other obstacles to the “hire on recommendation” approach include other colleagues who don’t know you.)The fix:Submit your application materials to the company when you hear of an opening — even if you have a friend who already works there and has offered to put your resume on the CEO’s desk. Apply through official channels, even if it is only a matter of submitting your resume and a letter of interest to HR. Don’t be afraid to drop names in your cover letter or e-mails: Make it clear who alerted you to the potential opening, and — ideally — state how you know them.
2.  The position that disappears — only to be re-listed after you’ve applied and/or interviewed.This is a tricky one, since employers re-post positions for multiple reasons: Perhaps the hiring manager decided the job required a different skill set, perhaps the job did not get posted on the right websites to comply with company policies, perhaps the CEO of the company wanted to see additional candidates…The list goes on.You’ll never know what happened unless you ask.The fix: Be direct with the company. Call HR or the Hiring Manager. Ask about the status of the position. State your continued interest in the job and provide information about any communication you’ve had with them. Ask if you can — and should reapply. (Tip: Don’t leave a message or send an e-mail. Easier to get a direct response when you call and ask — in person!)
3. The perpetual job opening.Ever seen the same job listed in the paper — every day for a year? It could be a sign of a scam, or a job search that is on hold — or it could be the sign of a position where employers can’t keep new employees.The fix: See if you can find an inside connection to the hiring organization — and ask about the job before you apply. If you can’t find out any information, make sure it is not a scam.  (You can also seek out listings on sites that focus on providing new and current job listings. At StartWire, we only post positions that have been posted within two weeks!)

   When you do apply, don’t rely on that job application alone — apply to multiple positions and organizations at a time.

Have you ever experienced these challenges or any other “what happened” moments as a job search candidate? If yes, weigh in — we want to hear from you!

There’s no getting around it: Applying for jobs can be a lonely and frustrating process. If you’ve ever experienced any of the following events, you are not alone:

1. You submit your job application and receive a perfunctory “don’t call us, we’ll call you” e-mail back.  You’re still waiting…

2. You get invited to interview. They tell you they will be making a decision next week. You’re still waiting…

3. You get asked for your references. Your references are called. You’re still waiting…

No matter how far you progress in the process — whether you’re asked for references or never even hear back on your application process — the silence of not hearing back from employers is difficult: It is ego-bruising, frustrating and most decidedly un-fun. In fact, StartWire was created to give you access to more information on your job application status where it’s available. We believe you have the right to know what’s happened to your application — throughout the job search process. Through our Application Connect program and sponsorship of the Candidate Experience Awards, we’re encouraging employers and hiring managers to treat job applicants like customers — not like the worst blind date they’ve ever had!

We’ve interviewed many companies who “get it” and who treat applicants like guests who deserve to be communicated with throughout the employment application process — from when you apply to when, and if, you are not selected. Smart companies, recruiters and hiring managers roll out the red carpet for every applicant — not just the ones who get the job. They recognize that even if they don’t have the right job for you now, they may need you later. They treat you as you wish to be treated, even if they don’t have the job for you now. Companies who are particularly good at this include Adidas, General Mills, Google, and Herman Miller.

Starting today, we’re kicking off a series designed to give you more than a glimpse on what happens behind the hiring curtain. Our goal is to demystify the process: From why it takes so long to get a job offer even when a company is ready to hire you to what it means when a job ad disappears and reappears with the same title, but a different job description.

In the weeks ahead, we’ll be delving into specifics of what happens behind the curtain. Today, we begin with the job search equivalent of the dating aphorism, “sometimes the reason you don’t hear back has nothing to do with you — it’s all them!” Got a question? Please write a comment below or send us a private message through our Feedback channel.

It’s hard not to take it personally when you don’t hear back about a job, but often, there are a host of reasons you aren’t called that have nothing to do with you. From different perceptions on “what the ideal candidate should look like” inside an organization to changing corporate financial performance, goals, and even nepotism, hiring can be complicated.

We’ll delve into this, but as always — one of the best ways to ensure you stay in the game is to continue putting yourself out there — even when you haven’t heard back as you hoped. So even if you think a job offer is a virtual certainty, don’t be afraid to pursue more opportunities in the short term — having an abundance of options is rarely a bad thing! So get out there in the application pool, let us know what you’d like to know more about, and hold your head up high.

If you’re under 30, scratching your head and saying, “I thought the job search was supposed to be easy,” this post is for you.

Here are two key differences in searching for a job after high school and/or college and searching for jobs listed through on-campus recruiting programs:

1.  There is generally no list of pre-published dates on when to apply and when you can expect to hear back.  (This is why StartWire includes the ability for job applicants to receive automatic updates on where they stand in the hiring pool for applications submitted to over 7,000 companies.)
2. Often positions linger on websites long after interviewing for a job has taken place and resumes have been reviewed.  (This is why “the early applicant gets the job” and why we encourage you to sign up for job alerts and apply for positions within seven days of positions being posted.)

At present, the percentage of unemployed people between the ages of 18 and 29 is higher – 12.8% — then that of the overall population (8.2%).  Fortunately, there is something you can do about it: These five strategies can help you clear hiring hurdles.

1. Start your resume with a summary – then put your “Work Experience” before Education.

When employers list jobs, they include keywords that they scan for prior to reviewing a resume with their own eyes. Use this trick to find the right key words and then create a 3-bullet summary that highlights your relevant experience for the job. This will help you get screened in for an interview as opposed to screened out.

2. Don’t say you are great in your cover letter. Ever.

Writing “I’m confident that I would be a great fit for this job” is a standard line in many cover letter templates. But it won’t help you get hired: Why? You haven’t seen the other applicants in the application pool – so don’t say you are a perfect fit if you don’t know who the competition is.

Instead: Focus on the job description and how your experience matches it. “I understand you seek ____________. I can offer you this.

When you show you’ve  thought about the job  and what it entails, it is easier for others to see you in it. Here are our exclusive tips on how to write a cover letter that sells you as a good fit for the job.

3. Don’t over-emphasize leadership skills. Show you can be a part of the team.

Showcasing leadership positions in sports and student organizations is a standard part of the college admissions process. But over-emphasizing this experience can kill your application for a job. Why? For entry-level jobs, most employers seek team players that can listen and follow directions as well as they can oversee a project.

It’s critical to show that your passing game is as good as your ability to serve as captain of the team.

If you participated on a project that ultimately made a big impact on your organization, give an overview of the team accomplishment — and provide information on the role you played to make that happen.

4. Interview as yourself – with your best foot forward.

Ever-spent hours reading suggestions on how you MUST answer specific interview questions? It’s easy to memorize suggested answers to questions, but one of the best way to come across as qualified in an interview is to come across as genuine, authentic, and honest.

Don’t misrepresent yourself – or sell your picture of who you’d like to be for the job that you will need to do if hired.

If you’re a planner and don’t like to work under pressure, share how you prepare in advance for working in situations that require tight deadlines. Don’t speak to your love of working under on a huge project with tight deadlines in a short time span — if such a project is actually a nightmare for you.

The best way to answer a weakness question is by sharing your own legitimate weaknesses – which you’ve found a way to address and work around.

Be yourself. And if you need examples — ask your friends and family for their observations on what they see in you.

5. Remember your mom and dad’s advice about not talking politics and religion in the presence of new acquaintances? It’s the same with money. Don’t talk about it until you are offered the job.

If you’re asked for information in advance, provide a range of salary averages for the job – or your compensation for your most recent position if appropriate. (Need salary averages? Glassdoor.com has great information on this, and you can get quick access to this via the Job details section of any job you’ve tracked in StartWire)

Follow these five strategies and watch your next potential employer nod as if to say – “yes, yes, yes!’ Then let us know how they work for you.

Good luck!

At StartWire, we like to address the pesky problems in job search and unemployment that many sweep under the rug. Here are two of the big problems we’ve already tackled.

• What happened to my job application after I applied?

StartWire provides a way to get updated on the status of your job search at over 7,000 companies.

• Why am I seeing job listings that are six months old?

We’ve streamlined our job listings to only show you jobs that have been posted within the last two weeks.

For the next few weeks, we’re going to pull the rug up, and talk about areas of job search that are rarely discussed—the process of living and searching for work while on unemployment.  We’ll be talking about how to deal with unemployment and the unemployment benefits process, with the goal of addressing challenges and issues not often addressed.

You finally got that coveted interview, and you’re excited about the position and company, but now what?

Despite given the green flag to interview for the position, remember that there is a reason they call it an “interview”.  You still need to prove that the job should be yours.  The confidence you need to approach the interview is realizing that there is a reason they want you for an interview.  Your resume and skills seem promising to them, and there is a high chance that they find you the best match for the position.  Now you need to take this assumption on their part, and turn it into a concrete belief.

So how do you make this happen?

1. Be Human

The term “Interview” stands for a discussion, a meeting, a DIALOGUE.  The most important step is to have a dialogue with the employer.  People mistakenly see the interview as a one-way conversation where the employer asks the questions, and the interviewee needs to respond with the “right” answers.

Instead, it’s advantageous to realize that the employer is another person—another human who enjoys a good conversation like any other person.  When they interview a prospective candidate, they want to see that the candidate is personable and relatable.  They want to be able to envision you working in their company, interacting with their current employers, and fitting well with your co-workers.  The interview will be a bigger success if the interviewer finds that the conversation was less about answering questions and more about forming a connection between two people.  What it comes down to in the end is: If they find you likeable, they’ll want to hire you.

2. Research and Prepare

Interviews are like exams.  If you walk into an exam unprepared, the chances of failing the exam increase.  Similarly, you need to study for an interview as well.

First, do any basic research on the company.  What industry are they in?  Are there any recent press releases or news related to the company?  This may be a great talking point with the interviewer.

Next, your job is to figure out what type of interview will be conducted.  By knowing what to expect, you can refine skills suited for that interview type.

Different types of interviews:

• Behavioral Interview- This interview type gauges how you react to or “behave” in situations and will ask you for “real life” examples.
• Case Interview- This interview tests your problem-solving skills and employers want to see how you’ll rationalize and think through a problem.
• Group Interview- The group interview is designed to see how you interact with others, and your ability to make your input heard in a group setting.
• Lunch and Dinner Interview- These interviews show the employer how a candidate behaves in a social setting, and whether they can maintain their professionalism over lunch/dinner.   Mainly, these interviews gauge whether you are qualified to hold lunch or dinners with future clients.
• Public Interview- This interview is more casual, but shows the employer how you react in a public setting.
• Panel/Committee Interview- This interview type involves being interviewed by more than one interviewer.  There may or may not be other candidates simultaneously being interviewed in the same room.  This interview is designed to test your group management and group presentation skills.
• Stress Interview-The stress interview shows the employer how you react under stressful situations.   The employer will deliberately react in ways to test how you respond or recover.

After prepping for the appropriate interview type, don’t forget to find out an important piece of information—directions to the interview room!

3. Be Confident, Smile

You can’t convince the employer to be confident in your abilities if you aren’t confident in yourself.  Know that every person is different, and your own unique experiences offer something promising to their plate of candidates.  Take your strong points, and let them shine.

Hold your head up, smile, and be yourself.  Walk into that interview room confident because you have exactly what it takes to make that job yours. 

If they can’t see me, why should I worry?

***

You tweaked your resume, wrote a cover letter expressing your interests and qualifications, and applied to those jobs.  One day, you’re scrolling through your emails or listening to your voicemail (or checking your StartWire application updates!) and find, you’ve received a request to a phone interview!

Pause here and think: what does the phone interview really mean?  How is the phone interview different from the in-person interview?

For many, the phone interview seems less formal because they’re not physically meeting the employer.  Instead, the phone interview can be done in the comfort of a room or a space which they’re familiar with.  You might choose to forgo that suit jacket and pants that you’d wear if you were dressed to impress the interviewer.  You don’t even really need to do any personal grooming because… no one will see how you look!

Don’t get too comfortable.  It’s important to realize, you should treat the phone interview exactly as you would an in-person interview!

Why?

Employers offer the phone interview as a means to determine which candidates are worth the resources for an in-person interview, but it also means that the employers are looking at you and are interested in your potential to be their next hire.  Know that if you’ve been offered a phone interview, you’re considered a top-candidate, worthy of conversing with to gauge your fit to the position.

You need to take this just as seriously as if you were sitting in an office, meeting the hiring manager face-to-face.  If you drop the ball now, you can be cut from the short list you worked so hard to get on, and not be given that coveted in-person interview. 

Shine on the phone, and you’ll walk into your interview as a top prospect.