10 Things to do Every Workday

by J.T. O'Donnell

I’ve always been focused on performance. I’m a list person. I love the feeling of crossing things off. It makes me feel productive. Plus, consistent productivity has the wonderful byproduct of accomplishing more. Jeff Haden’s recent article on Linkedin summarizes the value of having a daily to-do list beautifully: You don’t wait to do the work until you get the dream job - you do the work in order to get the dream job.

I’ve never shared this list with anyone until now.

It’s the list of ten things I try to do every workday. Yes, there are days when I don’t get them all done, but I do my best to deliver. It has proven very effective for me. They are:

1. Read something related to my industry.
2. Read something related to business development.
3. Send two emails to touch base with old colleagues.
4. Empty my private client inbox by responding to all career coaching questions within one business day.
5. Check in with each team member on their progress.
6. Have a short non-work related conversation with every employee.
7. Review my top three goals for my company that are focused on its growth.
8. Identify and execute one task to support each of my top three goals.
9. Post five valuable pieces of content on all my major social media accounts.
10. Take a full minute to appreciate what I have and how far I’ve come.

This list could be longer. BUT...

If it was longer, I wouldn’t be as good at getting them all done. This list is manageable to me. Of course, I do more than these ten things every day. But, these are the ten I choose to do with consistency. Why? Over the years, they’ve proven the best way for me to grow my career and my business. The collective results have made completing these tasks consistently; even when I don’t feel like it, well worth it.

What things do you do every day to advance your career or your business?

P.S. If you want to learn more about me and my work, I run this career site,CAREEREALISM, and this Job Search Accelerator Program (JSAP). Plus, to keep myself busy, I just launched this site for executives, C-Suite Insider.

Ask a Recruiter: Not Flip Flops

What constitutes "business casual" dress?

 

That depends on the occasion--for instance, though you may be allowed to wear jeans in your current office, wearing jeans to a job interview that calls for "business casual" attire is not appropriate.  Drawing from the same example, it's generally better to be a little overdressed than underdressed.

In brief: business casual = comfortable + professional.  

Use your instincts.

Here's more on the subject. 

Ask a Recruiter: Not Flip Flops

What constitutes "business casual" dress?

That depends on the occasion--for instance, though you may be allowed to wear jeans in your current office, wearing jeans to a job interview that calls for "business casual" attire is not appropriate.  Drawing from the same example, it's generally better to be a little overdressed than underdressed.

In brief: business casual = comfortable + professional.  

Use your instincts.

Here's more on the subject. 

Ask a Recruiter: Getting to know you, getting to know all about you

How can I improve my online presence?

1. This isn't the first time I've mentioned it, but it's worth repeating.  Don't mix business with pleasure:  hide or completely sanitize your personal facebook page, your myspace account, your blog and your twitter feed.
2. Create professional accounts on those sites and if you are not already on Linkedin, what are you waiting for?  Complete your profile--all of it--join groups, contribute to discussions, get and give recommendations and check your profile stats.  Did traffic to your page double when you changed your title or added some keywords?  Did it bottom out?
3. Join and participate in online forums specific to your industry.  Set yourself apart as an expert in your field, get to know others and grow your network.
4. Google yourself.  Know what potential customers, business partners and employers will find if they do the same (they will).
5. Stay active.  You want to keep your content current.  Update your information regularly and get noticed.
6. Be confident: you don't have to be a technology whiz to put yourself out there. 

Ask a Recruiter: What's in a Name?

Title vs. Salary

by Marc Cenedella of The Ladders

It's always tough to land a job with a top title. Making concessions to secure one could be a mistake, however, according to career coaches. Candidates trying to land their first peak management job — one in which they have full profit-and-loss responsibility for a discrete organization — face intensive competiton when highly qualified people are scrambling for position. That's the advice of Roy Cohen, who holds the title "master career coach" at the Five O'Clock Club, a private outplacement and career-counseling club based in New York.

Their rarity makes prestige titles seem even more valuable to many job seekers — so valuable they may give up substantial salary or other benefits to obtain them. Big mistake, according to Lindsay Olson, partner and recruiter at Paradigm Staffing. Desperation — whether that means consenting to take any job that's offered or accepting an inflated title with a deflated salary — makes a candidate less appealing.

 It's possible that a good title will give you better opportunities in the future — but only if the company has enough reputation that your position there can get you a commensurate job somewhere else. Titles and responsibilities vary significantly, and they are often inflated by companies that will "promote" valuable employees to higher-level titles without the salary or responsibility to match. As a result, the value of most titles has been deflated. In fact, increasing the seniority of your job title is a better tactic for a counteroffer than for an initial discussion.

Ask a Recruiter: Of Kicking and Tires

I’m thinking about making a change, but I’m not sure if I’m ready. Should I work with a recruiter?

That depends. Working with a recruiter is the obvious choice if you require the utmost discretion, but there are other factors to take into account.

My first piece of advice is to make this very clear to any recruiter you may work with. If you reveal yourself as a possible tire kicker once you are already entrenched in an interview process, after the recruiter has invested time and effort, not to mention staked his/her reputation on you, a sudden sign of wavering commitment is a HUGE red flag that may damage that professional relationship.

Something brought you to the conclusion that it might be time to make a change—what was it? Are you dissatisfied with some element of your current position or your overall career trajectory? Are you afraid your company won’t be around in 24 months? If your biggest concerns are about your company, itself, those feelings are unlikely to dissipate with time; those situations are rarely resolved. If your biggest concerns center on your career, advocate for the change you want to see. Instead of launching a job search and involving third parties, ask for that raise or promotion you feel you deserve. Remind your organization (and yourself) of the value you bring to the table, the contributions you have made and your commitment to the success of the company and the team.

Are you unsure about making a change or are you unsure about making a change for this opportunity? There’s a big difference between not knowing what you want and resolving not to settle for anything less. Think about what really matters to you, what you really want to see in your next company and position—what type of boss, team, title, compensation, level of responsibility… If you can outline these details for a recruiter, s/he will have a much clearer idea of what to call you about and what would be a waste of everyone’s time.

Ask a Recruiter: When Silence isn't Golden

When there are lulls in conversation or when the interviewer is engaged in other tasks, should I keep talking or is it more polite to wait?

Small Talk for the Job Interview
Lack of conversation is a lack of interest.
by Dean Tracy of www.theladders.com

I am often accused, and guilty, of talking too much. In fact, my wife will tell people that I can call a wrong number and talk for 20 minutes! In business, however, a key element to success is knowing when to talk and when to keep quiet.

In my article “You’ve Accepted the Offer - Now What?,” I advise readers to “Keep your mouth closed and your ears open during your first 30 days of employment.” The same is true during the interview process. It’s important that you allow the hiring manager or recruiter an opportunity to speak, and to ask you questions while discussing your qualifications for the job.

However, as with everything in business, it’s a fine line. The biggest mistake that a candidate can make during the interview process is to address questions with one-word answers, such as “yes,” “no” or “perhaps.” I have actually seen this happen, and have been told by hiring managers that this is considered by most to be the beginning of the end for the candidate in the selection process.

As you interview, you must remember another of the main messages I like to emphasize  – “Lack of conversation reflects lack of interest.” Having said this, I have listed four simple questions below for you to ask in your interview. These questions are designed to prompt meaningful conversation in the interview while also allowing you to craft your answers in a way that sets you up as the strongest candidate of choice.

I encourage you to try these four questions in your next interview:

1. Why is this position available?
   You want to know if this is a new position or if it is one that is being backfilled due to someone leaving. The way they answer this question will open the opportunity for you to learn more about the culture of the company. If it’s described as a new position, this suggests that the company is growing. If this is a vacant position due to a backfill, it will be a great way to learn why the other person is no longer in this role. This prepares you to properly answer the follow-up questions that they may have.
2. What are you looking for in a candidate in order for them to be successful in this role?
   You want to know what the hiring manager’s expectations are for the person in this position. This will highlight the areas that are most important to the hiring manager in meeting their goals.
3. What are your “pain points” and what keeps you awake at night?
   The hiring manager or recruiter will use this as an opportunity to share how busy they are and how much has to get done before month-end. This offers a perfect opportunity for you to address ways that you can confront these difficulties while using real examples of how you may have dealt with this type of specific challenge in the past.
4. Do you see any flags that would prevent me from being the perfect candidate for this position?
   This is where you get to “close the deal.” By this point in the interview, you both have had an opportunity to sense whether or not this is a match, given the dialogue and based upon the questions above. It is at this point in the interview where they may share their concerns, or they will tell you that you are a solid candidate.
   
   If they share any concerns, it gives you an opportunity that you may not have had otherwise to address these concerns with them, and put their mind at rest regarding your capabilities.

It’s important that you carefully craft your replies to include examples of your success in previous roles. A good response will include a previous “Problem / Action / Result” that you may have experienced professionally in any of your recent positions. Tying your past experience to the current expectations will prove beneficial in highlighting your skills and capabilities.

Keep in mind that the hiring manager’s answers to these questions will also reflect their individual degree of integrity. If they begin to talk poorly of the person that is no longer in this role or of the company as an enterprise, then you have a pretty good idea of what type of boss this person may be as they manage you and your tasks.

Of course, you will need to add your own flavor to these questions based upon your gut instinct but, if asked properly, these questions may make the difference in receiving an invitation for another round of meetings.

Ask a Recruter-On What NOT to Say

I don't think my interview went very well...is it something I said?

7 questions make interviewers cringe
By Beth Braccio Hering @careerbuilder.com

Chances are you've prepared answers to a variety of questions an interviewer might throw your way, but have you spent equal time considering the questions you want to pose to a potential employer?

What you ask (and sometimes when) can speak volumes about your interest and work ethic. Keep interviewers from cringing -- and possibly questioning your suitability for the position -- by avoiding these seven questions:

1. What does your company do?

Sure, an interview is a two-way street designed for both parties to learn about one another. Yet how can a job seeker prove he is the person for the position if he doesn't even know the basics about where he wants to work?

"I feel that if someone is coming to an interview he should have some background about who we are and what we do," says Tina Kummelman, human resources business partner for Levindale Hebrew Geriatric Center and Hospital in Baltimore, Maryland. "Specific questions are great, but the overall blanketed question tells me someone did not do his homework."

Bottom line: Don't waste the interviewer's time by having her recite what could have been learned beforehand on the company's website.

2. How much does the role pay?

It may be the answer you're dying to know, but seeking this information too soon can make you look like you're jumping the gun.

"Just don't ask it. It sends the wrong message," says Chris Brabec, director of leadership talent acquisition for Western Union.


Adds colleague Julie Rulis, senior recruiter with the talent acquisition team, "I believe this question should be saved for later stages in the interview process. Asking about salary or benefits in the first interview isn't the impression you want to leave with an employer."

A better idea: Do some research ahead of time to get a feel for what similar jobs are paying.

3. What are the hours of this position?

"This one question makes me cringe more than any other," says Paul Solomon, president of Solo Management, a New York-based executive recruitment firm that specializes in financial industry recruitment. "Wall Street managers don't want a clock watcher, so when I hear that question I know the candidate will not be the right fit."

Rulis agrees. "Although I understand why candidates are eager to know this up front, it can raise a question regarding their work ethic if asked too early in the process."

4. How many sick days do I get?

What goes through the interviewer's mind when hearing this question?

"We are in the business of developing leaders, not slouchers!" states Gary Rich, president of Rich Leadership, an executive coaching firm in New York City.

Keep a potential employer from questioning your motivation (or your health) by looking this up in the employee handbook at a later time.

5. How much time do I get off?

Like numbers three and four, this question can make a potential employer wonder if a candidate is more interested in getting out of work than actually contributing. It is especially frowned upon in fields requiring significant motivation from the get-go.

"A career as a financial representative is what you make of it. Your hard work helps determine your rewards. You have the ability to be your own boss, build your own practice and arrange your own schedule, while making a positive impact on your clients' lives," states Randi Michaelson, a director of recruitment and selection for The McTigue Financial Group in Chicago who recruits career changers to work as Northwestern Mutual financial representatives.

"In the beginning, it takes time, energy and commitment, but successful financial representatives -- like successful entrepreneurs -- are able to enjoy work-life balance among other rewards."

6. If I'm hired, when can I begin applying for other roles within the company?

"This question makes it seem like the candidate isn't really interested in the job she is currently interviewing for -- that she really just wants a foot in the door," Rulis says.

While ultimately you might have higher aspirations than the position for which you are applying, remember that an employer is looking for the best person to fill an opening for what the company needs now, not in the future.

7. Do you do background checks?

If you don't have something to hide, you probably aren't going to bother asking this one. If you do ...

Rich sums up the feelings most interviewers have after hearing this question, "I definitely don't want this person on my payroll!"

Ask a Recruiter-Resume ROI

My resume could use some work—should I consider hiring a professional resume service?

That depends. Ask yourself a few important questions:

• Do you have the extra cash to invest in this venture?
   *Packages, on average, run as high as $1000.

• Do you know someone who has used the service provider you are considering?

• Are you having trouble identifying your most marketable skills and highlighting them in a way that really showcases what a good hire you are?

• Perhaps most importantly, what do you expect to gain from the experience?

Your future employer hires you; they view your resume as a tool to evaluate your background and qualifications. A $1000 resume can get you in the door; it cannot get you the job.

Resume services are kind of like cosmetic surgeons. Few people who seek out their services really “need” them. And it is important to remember they’re not magicians. They don’t perform miracles.

Hiring a resume service isn’t going to get you a $300K SVP job if you don’t have the SVP credentials to back it up. Hiring a resume service doesn’t mean you don’t have to do any heavy lifting—you still have to identify the positions that are an appropriate fit for your skill set, you have to land the interview AND dazzle the hiring manager all by yourself.

Anyone can help give your resume a face lift—talk to professionals you know and respect, ask them to take a look at it and see what they think. Look for advice and suggestions online, in books. If you get resume fatigue, take a break and come back to it later. It’s a living document; you can always make changes.

And if all else fails, give the resume writers a call. See what they can do for you, how much their services will set you back financially and think about the level of confidence you stand to gain from the experience. If you can afford it and you think it’s worth the expense, go for it! And good luck in your job search.

Ask a Recruiter: Introducing...

Do I need to write a cover letter?

I will be brutally honest, here.  Personally, I never read them and in my opinion they can do more harm than good if you don't put in an honest effort.  If the job posting requires one, make it professional, keep it brief and tailor it to the job you are applying for--yes, that means writing a new one every time.  This is an opportunity to demonstrate that you are an effective writer, that you understand the skills and experience the position requires and how your background matches that criteria.  And if you conclude with a promise to follow up by phone later in the week, you want to make sure you actually do that.  Obvious form letters, letters that have absolutely nothing to do with the position for which you are applying, letters with spelling and grammatical errors, addressing the letter to the wrong person, referencing the wrong company or wrong position are absolute dealbreakers.  As my mother would say, do it right or don't do it all.  And keep it brief; you don't get extra points for length.  A letter that's too long or too dense (bullet points are your friend) is an immediate turn off and a green light to skip straight to the resume.  If you don't want to go to the trouble of writing a letter, that's fine--but don't go the opposite extreme and send a practially anonymous application.  Write something, even if it's no more than:

Dear Sir or Madam,

Attached, please find my resume.  I wish to be considered for your Sales Manager position posted on CareerBuilder (position #: 12345).  Please don't hesitate to contact me with any questions.

Thanks in advance,
Jane Jobseeker

Ask a Recruiter: Take this job and…

I got the job!  Now, how do I tell my boss I’m leaving?

Regardless of whatever feelings may have led to your impending departure, it is always advisable to leave things on good terms with your employer when you resign.

What does that mean?

Make it official. You need to submit a letter to your supervisor, and you should prepare a copy for HR as well, in order to announce your resignation. The letter should be polite, gracious and above all, appropriate; you don’t need to explain why you are leaving or where you will be going, just that you are.

Give a reasonable amount of notice. In some positions—sales guys, I’m talking to you—odds are, you’ll be shown the door immediately no matter how politely you quit, but you should never put yourself in a position to give fewer than two weeks notice.

Leave your position better than you found it. Do what you can to ease the transition: train someone on your essential job tasks, tie up loose ends, make things easy to find and leave clear instructions about what needs to be done once you’re gone.

Be thoughtful, professional and discreet. Don’t take this opportunity to tell your least favorite person in the office how you really feel. And even after you’ve gone, don’t air your dirty laundry—it will reflect poorly on you in your new position and you never know who might be listening.

Remember, most industries are smaller than we give them credit for and networking and references are invaluable in all of them.


Find some sample resignation letters here:

http://jobsearch.about.com/od/resignationletters/a/resignationlet.htm

Ask a Recruiter: Where’s Waldo

This is one we get on a pretty regular basis around here: how (or where) did you find me?

Answer:

Wouldn’t you like to know!

Just kidding, we almost never answer that way. We prefer variations on that pithy reply like: “Recruiters are crafty!” “A good recruiter never reveals her sources!” Or my personal favorite, “Magic!”

The truth is there are lots of ways recruiters find candidates—the most traditional of them being good old fashioned cold calls. Other methods include:

1. Referrals! Recruiting is a relationship-based business, so our greatest value is in our network, our ability to locate the people who aren’t lurking on the job boards or plastering resumes all over the internet.


2. That said…job boards aren’t completely useless and some are better than others. Most of the recruiters I know have made at least one or two placements using job boards, but unless they specialize in recruitment process outsourcing it’s not a great way to build their business.


3. Social Media and Online Networking. Are you on LinkedIn? You should be—after searching her personal memory bank and launching a few searches into the old database, a tech savvy recruiter’s next stop is LinkedIn.


4. Speaking of databases…most recruiting firms have a database. If they’ve been in the business for a while, it’s likely a pretty good one (or at least a pretty dense one). If you have ever talked to a recruiter, if you have ever gotten an email or a voicemail from a recruiter, your name, contact info and the details of that activity have been logged and shelved for perpetuity.


5. Miscellany: newsletters, Twitter, facebook, trade organizations, google searches and directories.

Ask a Recruiter: Murphy's Law

Q: I’m traveling for a face to face interview—what can I do to ensure a worry-free trip?

A: It’s an interview, so good luck with the not worrying part, but I always recommend that candidates plan for the worst case scenario. Remember Murphy’s Law: anything that can go wrong will go wrong (especially if you really, really, really want the job).

So, protect yourself:

► Make sure you leave your house with the appropriate identification, at least one credit card and cash (yes, even if they’re paying for everything).

► Bring copies of your resume—one for each person on your itinerary and extras just in case—and the directions/map, meeting agenda and emergency contact info provided by the company.

► Double and triple check that you have your phone and its charger, laptop and USB flash drive (if you need it) and any presentation materials. For further insurance, email any presentation materials and your resume to yourself as a backup.

► Never, ever check your luggage if you can avoid it.

► Arrange for one, but assume you won’t get a wake-up call. Set the in-room alarm and the alarm on your phone.

► Contact lens wearers? Bring your glasses.

► Packing pantyhose, ladies? Better bring two pairs just in case.


Don’t be caught unprepared—as the expression goes, you’re better safe than sorry!

Ask a Recruiter: On Takesies Backsies

I took the job, but now I'm having second thoughts--how do I get out of it without destroying my relationship with the recruiter?

My short answer is: follow the golden rule and put yourself in the recruiter's shoes.

S/he may never let on, but the recruiter that got you your last job came to work every day between your signed offer letter and your start date just a little bit uneasy.  We're superstitious--like baseball players.  In our office, we don't put the placement on the board until we're sure it's going through because we don't want to jinx it, because every recruiter has at least one nightmare story about the candidate who didn't show up on her first day or the guy who swore up and down he'd never accept a counteroffer (obviously, he did). 

Here's the thing.  Sure, we love our commission checks--we're recruiters, after all--but we do what we do at least in part because we recognize the enormous impact a job change has on a candidate's life.  We go into this knowing they're not all going to work out the way we'd like.  The point is that they work out the way you'd like and it's our job to pay attention and do the best we can to make that happen.  But when it doesn't, when something, anything, casts doubt or comes between you and that start date, it's time to pick up the phone and call your recruiter.  If you respect us enough to let us know what's going on as soon as possible, we can respect your decision--whatever the outcome may be.  We're grown ups; we can handle it.  Furthermore, we can plan appropriately for it.  If we know there's a chance, however remote, that you aren't going to be able to move forward we have time to get back in touch with that number two candidate or make some calls to qualify a solid backup in time to save the deal and preserve our relationship with the client.

Ask a Recruiter: Compensation

When is the best time to ask about compensation?

If you're talking to a recruiter: after you volunteer what you're currently making.

If you're talking to a hiring manager: never.

Never, you ask? Yes. Seriously. Never.

The compensation discussion should always be initiated by the hiring manager.

1. In most cases, the person you are speaking with already knows what you make, so unless you have given him/her some reason to believe you're willing to take a ridiculous pay cut to be considered for this opportunity, it's fair to assume that what they're looking to offer is within a reasonable range of your current package.  The hiring manager isn't going to waste time talking to you if your expectations are light-years apart. 

2. The number one red flag in recruiting is a candidate who seems overly concerned about the money.  It's our job to get you a fair offer and it's in our best interest to get you the best offer we can because what we earn is based on that number.  So, have no fear; we will not invest countless hours taking you though a process that we know won't get you the number you're looking for.  Asking too soon or too often gives the impression that you're for sale, that you're willing to work for the highest bidder.  And there are a about a million reasons why that makes you a terrible investment for us and our clients.

3. It's the law of supply and demand; the more they like you, the more they need you, the closer you are to a generous offer.  Don't ask them to commit to a number or a range before you've had the opportunity to demonstrate your true value.

For more on the topic, visit The Ladders.

Ask a Recruiter: Phone Interviews

When do I get to speak to someone in person?

This is one I've been getting a lot lately, particularly from people who haven't been in the market for a new job in a while.  The phone interview seems to have replaced the face to face interview almost entirely in some industries--personally, I can recall at least one occasion when a successful hire has been made based solely on telephone interviews.  That's right, my client hired him before anyone in the company ever met him face to face.  Is he, or am I, just that good?  While, I would certainly like to think so, it all comes down to time, money and the nature of business today.  And what it means for you is that it's more important than ever to nail your telephone interviews; they aren't just screening tools anymore.  You have to learn how to sell yourself, make a connection, look for social cues and consistently engage your interviewer all without seeing his/her face.  More tips can be found here.

Ask a Recruiter: Playing to Your Audience

Help, I'm overqualified!

Being 'overqualified' is a common challenge in today's job market and one that can be overcome with the correct approach to your job search.  Here are a few tips:

1. Don't lie.  The quick fix might seem to be leaving jobs, titles, even degrees off of your resume--don't.  Being caught in a lie, even a tiny lie of omission, is one of the quickest ways to lose an offer and destroy any credibility you had with your potential company and the employer.  Instead, re-write your resume to frame your experience in a way that more directly relates to the job you are being considered for and be prepared to address the question of why you want the job when you get to an interview.
2. Look at your resume from the employer's perspective.  Does your resume scream "this guy is going to take the next job that comes along"?  If it does, don't expect a phone call.  If your resume looks like a clear career path and this job isn't on it, your potential employer will view you as a bad investment.  If you don't appear to want the job, if there's no logical reason why a person with your background would want the job, you won't get the job; unless it's a part-time or contract position, the company is looking for a long term fix.  A smart employer won't hire a band-aid.
3. Consider a functional resume.  By highlighting your skills and accomplishments and by separating them from impressive job descriptions and intimidating titles you can clearly and easily demonstrate what you have to offer in spite of the fact that you were a Senior Vice President at your last company and this is a Director-level position.  If you don't want people to get hung up on your title, don't give it top billing.  Pair that with a thoughtful, well-crafted cover letter that speaks to the needs and culture of the company and follow up with a phone call to dramatically improve your chances of getting the interview.
4. Be selective.  Don't look at full-time permanent positions that will have an expiration date on the day you start.  Limit your search to relevant opportunities that interest you, companies you can see yourself growing with. 
5. Remember that meeting the qualifications is just over half the battle.  The perfect candidate on paper rarely gets the job; if you have half of what the company is looking for, you have the opportunity to land the job if you demonstrate that you are interested,  you understand what the company looks for, how your skills are a match and why you would be a great hire, a great fit for the company and a worthwhile investment.

Ask a Recruiter: What to Wear?

Appropriate interview attire is a vital component of a successful job search.  First impressions are important and, right or wrong, the first thing any hiring manager is going to evaluate is how you look.  By that, I mean do you look groomed?  Professional?  Conservative (enough)?  If you arrive in a wrinkled suit, with scuffed shoes, reeking of cigarette smoke, you stand a good chance of making a bad impression and in a recovering job market, people are removed from hiring processes for far less every day.

For men, putting together a job interview outfit should be simple.  Look neat--your suit should be clean, pressed, it should fit properly and should be complemented by shiny shoes.  *And linen, seersucker, pastels, 'coat and tie' are all out of the question here; I don't care where you live.  A navy blue, black or gray business suit is the only appropriate option.

For women, it's far more complicated.  Obviously, a business suit is required for women as well.  Generally, a skirt suit is considered more formal and therefore, more professional--a matter of opinion to be sure, but if you really want the job it's better to be safe than sorry.  If you are unwilling, unable or simply entirely too uncomfortable to go the route of the skirt suit, the important thing to remember is that by wearing a pants suit you may be taking a risk.  If you are okay with that, go for it.  The skirt suit alone doesn't guarantee a great impression, however.  It must be an appropriate color (stick with navy, black or gray and don't confuse a 'dress' suit for a business suit).  It must be paired with an appropriate top with a modest neckline.  And length is vital; nothing below the knee ever.  Practice sitting, standing, crossing your legs, observe where the skirt falls/how far it rises.  When it doubt, throw it out--a wandering hemline is a huge interview liability.  As for the rest of the ensemble, less is generally more--that goes for perfume, make up, jewelry, accessories.

Ask a Recruiter: Background Checks

Do most companies really perform background checks?
Yes.

According to the experts, as many as 80% of all resumes contain data that is intentionally misleading.  Today, perhaps more than ever, companies understand that bringing you on board is an investment, and smart business-owners treat your hiring process as such.  At any stage in the process, falsified credentials and inconsistent or undisclosed information can, and almost certainly will, crush any hope you had of getting that dream job. 

What do we recommend?
Don't lie.  It is what it is, so you need to bite the bullet and take your chances.  Whether it's a DUI or falling just 4 credits short of your Bachelor's degree, it is imperative that you remain truthful throughout the process.  If they like you, it's probably something the hiring managers can work with or overlook--they may not even care--but ONLY if you are open about it.  If the truth comes out and it appears that you have purposefully been dishonest about or omitted those details from your application or resume, it doesn't matter how much the hiring managers like you or how seemingly insignificant the details, they can't trust you.

Ask a recruiter: Compensation Requirements

The question is inevitable; but how and when you answer can easily make or break your next job offer, so what's a savvy job-seeker to do?

It depends on the situation...

• Are you speaking with your recruiter?  Be frank.  (S)he needs to know what you made last year, what you made your best year, what you expect to make this year and how you expect to make it.  A W-2 may be required at some point in the hiring process, so be completely honest. 
• Is this your first interview with the company?  If you are working with a third party recruiter, the HR team should (a) already have your compensation information and (b) have provided your recruiter with a suitable range that (s)he in turn should have shared with you--or at the very least, confirmed that your requirements are compatible with--before submitting your information to the hiring authority.  Therefore, the best way to avoid capping your potential offer or getting yourself kicked out of the process altogether is to answer that you are familiar with the range and that you are comfortable with it.  
• Is this your final interview with the company?  Is the hiring manager trying to close the deal?  If the question is delivered in the context of anything along the lines of "so, what would it take to get you on my team," take a deep breath before you answer; they probably like you and you are probably being considered for an offer, but this is in NO WAY a blank check.  If pressed to provide a direct answer, be honest but understand that it is not your next employer's responsibility to subsidize the 30K commission you just decided to walk away from, signing bonuses are rare these days and non-recoverable draws are virtually non-existent.  Be fair to yourself but be reasonable; keep in mind that the majority of job changes only result in a marginal base salary increase and if you are asking for more than what seems reasonable, you had better have a good reason to do so and you had better be comfortable talking about it...  Does the new job involve a move?  More travel?  Are you losing benefits?  Gaining responsibilities?
• Are you currently underpaid?  While it may seem reasonable to expect a single job change to bring you up to market value, that may or may not happen.  On the one hand, the company should be fair and offer you what you're technically worth, regardless of what you made at your last company.  On the other hand, most employers are not going to jump at the opportunity to subsidize a major standard of living adjustment just because it would appear that you failed to advocate for yourself the last time you got an offer.  Do you suspect that they aren't going to make you an offer that's commensurate with where you would like to be?  Keep growth opportunities in mind--how soon would you be eligible for a performance-based increase?  Are there any bonus opportunities?  Finally, if you are underpaid, how did you get that way?  Were you hired to do one job and slowly transitioned into another without an appropriate change in compensation?  Had you been out of work for 18 months when you took the offer?

*If compensation is the most compelling reason you have to leave your current organization; stay where you are.  Address the issue with your current employer.  Demonstrate your value and make sure your boss is aware of your contributions.  Taking a new job because the old one didn't pay enough rarely results in what you're looking even if what you thought was your most important requirement is satisfied--if something looks too good to be true, often it is.  And never use a hiring process as a bargaining chip; accepting a counteroffer is the surest way to put yourself on the chopping block.  Companies want employees who genuinely want to be there--not employees who just want to work for the highest bidder.