When you are engaged in a job search, whether active or passive, you will probably be involved in a different economic situation. Some of you may be sole breadwinners while others may have spouses who are currently employed. Some of you may be fortunate enough to have excellent severance packages, while others have nothing at all. Regardless of your circumstances, what we do know is that it is impossible to predict when your ideal job offer and ultimate acceptance will come.

There are two ways to answer interview questions: the short version and the long version. When a question is open-ended, we always suggest to candidates that they say, "Let me give you the short version. If we need to explore some aspect of the answer more fully, I'd be happy to go into greater depth, and give you the long version."

Networking is often a very successful way to find employment and is frequently a great source of support for growth in your career. A well-developed network of contacts can help you navigate far more than just career changes. Networks are typically made up of friends, family, neighbors, college alumni, people in associations, current and former coworkers, bosses, and associates.

Wesley D. Millican knew, by the numerous calls he was receiving from peers and headhunters, that there were many jobs available at higher pay than he was currently earning. But he liked his job as vice president of physician services for Physician Reliance Network, which manages medical practices. So, instead of entertaining offers, he decided earlier this year to ask for a raise.

Behavior-based interviewing first gained favor when the labor market was an employer's paradise. When there were always more than enough candidates to choose from, employers could afford to be choosy.

Now that the job market has improved for candidates, it's less common for interviewers to rely solely on behavior-based questions. However, most interviewers routinely include several behavioral questions along with more standard general questions. Their goal is to make sure they don't hire a candidate who can talk a good game but can't deliver a great performance.