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Feeling good about a job interview? Beware: The person facing you will be laying all sorts of traps to trick you into revealing just one good reason to eliminate you from the running, says career coach Cynthia Shapiro in Friday's Careers section.

The sad but true reality is that the job-interviewing process has become a brutal derailment game, fraught with trick questions, hidden discriminations and secret criteria, Ms. Shapiro contends.

Rather than looking for ways you might fit in, hiring managers are looking for any hint that you might not work out. And any red flag you reveal could cost you the job, says the author of the new book, What Does Somebody Have to Do to Get a Job Around Here? 44 Insider Secrets That Will Get You Hired .

Hiring managers will never tell you what you've done wrong in an interview, but Ms. Shapiro will. So what are the tricks and traps, and how do you make sure you don't get snared? Ms. Shapiro will be online today from 2-3 p.m. ET to field your questions about how to win at the interview game and other career-related topics.

Ms. Shapiro is a former human resources executive, recruiter and corporate consultant who now works as a career expert and employee advocate. She is the Los Angeles-based president of Shapiro Consulting International, (http://www.cynthiashapiro.com/) whose views have been widely featured on major media around the world.

Ms. Shapiro is also the author of Corporate Confidential: 50 Secrets Your Company Doesn't Want You to Know – and What To Do About Them . She holds a masters degree in business administration and a certification in employment law.

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Terry Brodie, Editor, Globe Careers: Hi, Cynthia, and welcome. Thanks for joining us.

We've got lots of questions but, first, your book reveals 44 "insider" secrets to get you hired. What, in your mind, are the three that every job candidate has to keep in mind to have the best shot at being hired, and why are they so important?

Cynthia Shapiro: Hello, and thank you so much for having me.

As many of you have already discovered, the hiring and interview process has really changed in the last few years, and has become quite a daunting system, filled with trick questions, trick interviews, behavioural interviewing, Internet screening, psychological profiling, even background and credit screening. This system causes so much stress for people.

But this is usually because most don't understand how the system works from the inside. Once you understand the secret inner workings of the hiring system, you can easily go in with confidence, less stress, and create exceptional results for yourself. I'm here to tell people you can take charge of the job search and hiring system to get the jobs you desire, and it's easier than you might think.

1. Your resume only has three seconds. Your resume must be able to grab the attention of a hiring manager in three seconds or less or it will go into the slush pile never to return. That's the standard amount of time a hiring manager will spend on your resume. It's very similar to the amount of time the average driver has to read a billboard as they speed by on the freeway. So I tell my clients, your resume should be a billboard, not a boring biography. Your resume should be crafted like a marketing advertisement for you. Without a compelling resume that commands attention, you won't get the phone call for an interview. It's estimated that only 1 per cent of resumes are actually effective. This means that out of a pile of 100 resumes on a hiring manager's desk, typically only out out of that stack will grab a hiring manager's attention enough to get the phone call. Your resume is the only emissary that goes into the companies you want to work for. If it's not at it's best, you will lose opportunities you're perfect for. A resume is arguably the most important piece of paper you will ever create. It has your livelihood, opportunities, and earning power in it's two-dimensional grasp. Make sure it is the very best representation of you and what you have to offer that it can be.

2. One size does not fit all. There are eight different interview styles and six trick interviews you need to be aware of if you want to land the top jobs. Using the same interview style for every opportunity will cause you to seem out of sync with the hiring managers, and will cost you job offers. There are secrets and tricks for getting through each of the different interview styles that will automatically put you at the top of the "must-hire" list. It's not just about trick questions in interviews anymore, the new trend are the trick interviews.

3. You have to take charge of your job search success. Companies and hiring managers can't tell you when you've made a mistake that cost you the job you were perfect for, they won't give you a second chance, and they won't be taking care of your best interests during the process. You need to take charge of the process on your own.

Terry Brodie: We are constantly hearing about companies facing a "war for talent" and having such a tough time attracting and retaining top performers. So why would hiring managers want to set up an interview system designed to do the opposite: eliminate highly qualified candidates?

Cynthia Shapiro: That's a great question! And the truth is, there's something more important to companies than being highly qualified. Hard to believe, but it's true. What's more important is being a trustworthy and "safe bet" for hire. Even in the worst shortages, there are always several highly qualified candidates who apply for an open position, but companies are only looking for one. That "one" is usually whomever appears to be the safest bet for hire.

What I mean by that is: the person who really is who they appear to be in the interview process. Hiring managers know that most people can pretend to be who they think the company wants them to be during a half-hour or hour long interview, so the hiring managers try to trip you up in their interview style or trick questions to get you to reveal something about yourself that you wouldn't normally reveal. They're trying to get a glimpse into the real you to see if there's anything they can use that will help with their decision.

Companies know how difficult it is to remove a bad hire, how damaging it can be to the corporate culture, and how expensive it is to replace someone who didn't work out. Being the one responsible for having made that kind of recommendation for hire can cost a hiring manager his or her job. So the interview system is designed to throw you off-balance in the hopes that you will let your guard down and give them the 'real' information they need to make this important decision.

The secret is: a company will hire someone who is passionate about the company and a safe bet for hire over someone with skills and talent almost every time. Why? Because a company knows it can teach skills and talent, but it can't teach attitude, approach, or protection of it's interests. That's what they're screening for.

Mike Bartnik from Toronto, Canada writes: Hello Ms. Shapiro. I'm looking to get into an equity research associate position. I don't have direct experience, but similar experience in prior roles. Any tips on how to overcome this shortfall in the interview process? I have already submitted my resume to some employers and they have said they were impressed but that they were looking for someone who can 'hit the ground running' and wouldn't require any training.

Thanks for your time, Mike.

Cynthia Shapiro: Thank you for your question, Mike. In this economy, it can be a little more difficult to do what you're attempting here, but it certainly can be done. Because companies can afford to be a little pickier right now, they are being picky and they're going for those who have all the experience because they have so many qualified candidates to choose from.

It sounds like your resume is getting the job done (normally I would recommend you take all of your related experience and highlight it in your resume for the new career you're trying to get into, putting everything else in the background and creating a "straight line" for the hiring manager to show him/her that you do have the skills, or at the very least have a foundation for the position). It seems that the problem here is in the interview itself.

I would recommend two things. First, see if you can get some training or take some classes in this area, so you can show an interviewer that you are serious about making this change, get any certifications that may be required, and see if you can join any industry associations related to this field that exist in your area. Put all of these things up front on your resume. These all show intentionality that a hiring manager will be interested in, and that could help sway things in your favour.

Second, I would recommend you craft a few success stories to tell during the interview that highlight your skills in this particular area, or show how good you are at learning new things and getting up to speed on things quickly. If an interviewer asks a question that gets anywhere near one of your success stories you'd like to highlight, launch it. I would also emphasize your love for learning, how quickly you learn new things, and the skills you already possess that provide a stellar foundation for this work. Throw in some open enthusiasm for the job, the position, and the industry, and that should help you ace that next interview.

Good luck to you!

Michel Frechette, from Kapuskasing, Canada writes: Why has it come to this? I am currently in college, upgrading my academics. Hopefully, this will improve my chances of getting a better job than the ones I've held in the past. My work experience, as far as I can muster, doesn't seem to count in my favour. I worry that, as I graduate, my age (45) will be the barrier I'll have to overcome. I am doing very well in my electro-mechnical studies and I am told that I have nothing to worry about when it comes to finding work once I graduate. I want to work for a particular power generation corporation here in Ontario or one like it here in Canada but their website states that they do not accept resumes outside of their website. What can I do to improve my chances? I expect to graduate in the top of my class.

Cynthia Shapiro: Michel. Congratulations on getting ready to graduate in such a hot field at the top of your class!

It's possible that your work experience you've held in the past doesn't match or create a helpful foundation for where you're going in the future. You may need to speak to a resume crafter who can help you create a resume that will support your new career in a powerful way.

As far as age goes, it's true there is a great deal of age discrimination out there, but it is easy to neutralize. Secret #7 in my first book, Corporate Confidential: 50 Secrets Your Company Doesn't Want You To Know, shows you how to completely neutralize the age factor in your career with simple and easy steps, and Secret #32 in What Does Somebody Have To Do to Get A Job Around Here shows you step-by-step how to avoid and neutralize any age discrimination or concerns in the hiring process. I highly recommend you learn these secrets and put them into practice so you don't have to ever worry about age being an issue. I recently got a thank you email from a 70-year-old working in a very "youth-oriented" industry who has used these secrets with great success to continue to keep her job as others at her company are managed out and laid off. They work!

One more thing you can do is join the industry association related to your new career now, rather than later on in your career, you will be rubbing elbows with key people in the industry who can be a great internal recommendation for you, it will help you start networking in your newly chosen field, and these associations tend to learn about key job openings before anyone else. All my best to you.

Northern Dancer from Outside of Toronto, Canada writes: Would your suggested strategies differ for employment seekers who are new entrants to the workforce versus candidates approaching middle age?

Cynthia Shapiro: Yes. Strategies for new entrants can be very different, especially in this economy. There have been many articles and news reports recently talking about the serious lack of job openings for new entrants into the market this year. It can be quite difficult to break into the job market without the established track record, network and skills that one develops by their mid-career.

If you find there are very few jobs available in your chosen field right now, see if you can do an internship -- those tend to be the first people hired once the economy gets going again and it looks great on a resume. Or take a job in your field that may not be your ideal, but will help your career get moving in the right direction. This can help a new entrant begin to build networks, get experience on their resume, and then you can start looking from a solid foundation of already having a job in the field.

Those who look for a job while currently employed are 10 times more desirable to hiring managers than those unemployed. Employed individuals are always hired more quickly and for more money. Thank you for your question.

Puntal Puntal from Calgary, Canada writes: Ms. Shapiro, what's your opinion of the differences in usage of the tactics you mentioned, between 'hiring managers' - i.e., HR professionals who are often disconnected from the actual job and are more suited to handling health benefits forms; and in interviews by managers hiring for their own team? In my experience, the direct manager will generally cut through the touchy-feely 'fit' questions, and make a more pragmatic assessment of a) how the candidate will perform in the actual job if hired, and b) whether they can stand to be around this person for 14-18 hoursa day. Your thoughts?

Cynthia Shapiro: You are absolutely right! There are different strategies, secrets, and tactics required for each different interviewer and interview style you encounter throughout the process. To expand on the two you mentioned (which are two of eight), the HR interviewer may seem more suited to talking about benefits, but the HR people can be very highly skilled at interviewing and are most likely the ones with all the best tricks up their sleeve. The HR interviewer is looking for any red flags to remove you from the running and is screening for anything in your background or personality that may cause inconvenience for the company, or may not be a good fit. Tread with caution.

The boss interviewer is looking for something else entirely. They're usually looking for someone loyal, who can support them and make them look good. The boss interview is a great time to highlight stories where you helped one of your previous bosses save the day, or went above and beyond to help one of your bosses achieve a key goal.

Many people use the same interview style for every scenario. That will cause you to lose opportunities by appearing out of sync and missing key opportunities. You need to be able to recognize what interview style you're in so you can give the interview what they're looking for and automatically go to the top of the "must hire" list. Thank you for your comment.

Dan Green from Palm Beach Gardens, Florida, United States, writes: My best opinion is anyone interviewing for a position has to hope they get past HR, and be interviewed by someone who can evaluate you for what the job, the company culture etc., are all about. HR people peddle the corporate crap. It's a profession that has outlived its usefulness. They usually are busy shuffling termination packages, after a bad quarter, and share prices have dropped.

Cynthia Shapiro: Dan, I can see you've had a few run-ins with the new unfortunate face of corporate HR. I firmly believe, as it sounds like you do, that HR needs a major overhaul. Secret #6 in Corporate Confidential has gotten a lot of press for telling people that HR is no longer there to help the employees, it is there to protect the company from its employees.

There is a huge distinction there that most employees don't understand. When I first started out in HR, I wanted to help people, and that's what HR did back then. But not anymore. Unfortunately, the HR system has changed drastically into one of corporate protection. Some companies even feel they have to treat their employees as the potential enemy in order to protect themselves. And equally unfortunate is the tendency to treat candidates for hire as a potential enemy.

There are easy ways to negate these new trends, and many of the new more underhanded tactics that HR people are trained in these days that I outline in both my books. Now, to be clear, I feel HR is one of the most difficult jobs in the corporate world today. They are usually well-meaning people caught in a terribly broken system. But, that being said, HR is now something that must be dealt with very carefully, both in the hiring process and throughout your career, and is something employees need to learn how to protect themselves from and actively manage. Thank you for you comment.

F. McKnight from Canada writes: As an executive assistant, the personal relationship /interaction with the person you support is so important. What do you think are the three key questions an EA should ask of the executive they are interviewing with to help determine compatability?

Cynthia Shapiro: Great question! What a wonderful opportunity to be able to interview for your new boss — bravo for your company's hiring practices. Let's see, three questions that can give you a good insight might be:

1. What do you typically look for in an EA when you're doing the hiring? (this is a great question because it empowers the person as though he/she is interviewing you, which is usually the norm in this situation, and feeling in charge for a moment should help let their guard down to tell you their natural work style — if it's not one you're comfortable with, you have your answer).

2. Tell me about the best EA you've ever had, and what made the relationship work? (This is a great trick question, because it gives you his/her "ideal," allowing you to discover if you'd naturally fit into that. And it allows the new boss to psychologically picture you two working together at that highest most successful level, which if he/she is hired will help you both get off on the right foot).

3. What's your management philosophy? (The key here is there should be a management philosophy that can be recited quickly and easily, if not, then this person may be very chaotic and unfocused to work with — and it will give you some good insight into how they view themselves as a manager).

Interviewing a boss must be done very delicately. Make sure you are very complimentary and positive during all interviews. Make sure you show the person how wonderful you'd be to work with, and what a great asset you'd be. This is a great opportunity to create the foundation for a great relationship with your new boss.

Terry Brodie: From your experience, what is the surest way to get off on the wrong foot at a job interview? And the right foot?

Cynthia Shapiro: There are many things that can cause a candidate to get off on the wrong foot: not paying attention to your appearance, exhibiting negative body language, talking about things that are too personal, or disclosing items like a previous termination.

But the No. 1 most common way people can lose their opportunity in an interview is: failing to make a connection with the hiring manager. So many candidates go into an interview in their own little "bubble" concentrating on how they look, everything they're going to say, and how they want to present themselves. All these things are important, but they can also be a classic trap that will keep you from creating a rapport with the interviewer. Most people don't realize that if the interviewer isn't able to feel a connection with you, there is very little chance you'll be hired.

There is a little known secret in interviewing that hiring managers don't like to talk about and many won't even admit exists. It's called "the halo effect." The halo effect is activated when an interviewer personally likes you and feels a connection with you. The secret is: if an interviewer likes you and feels you are just like them, they will tend to hire you over everyone else — even those with better skills or experience. But if you go into the interview concentrating too much on yourself, you'll never be able to reach out and create that connection. The most powerful secret to swaying an interview in your favour is to craft and practice your success stories before hand, have all your best qualities top of mind, have what you want to say in your interview set before you go in, and then stay on message (yes, just like a politician) so you can then concentrate on the interviewer and making that all important connection. Since most people fail to make that all important personal connection, the candidate who does (even if it's just for a few minutes) is the one who will be remembered and is most often the one recommended for hire.

Kglobe hope from Toronto/Ottawa, Canada writes: Hello, I am trying to get a job in the field of international development and am applying almost exclusively to NGOs and non-profits. I am also fairly new to the work world, having graduated in 2006 and only having had one six-month position in the field so far.

In your article today, you recommend highlighting how you have created profits or turned things around in for previous employers. However, how can one do that without much experience or in a field that is not focused on profits or quantifiable measures of success at all?

My second question is completely separate: I have not looked for nor accepted offers of interim employment that is not in my field - even temp work - because I thought it would show dedication to my job search and commitment to my chosen field to be ready to start a new job on a moment's notice. Recently a couple family members have suggested I take an unrelated job to show that I am 'employable' while job searching. But this would obviously cut down on my ability to actively seek jobs. How do potential employers view prospective employees in this position - would they prefer I be unemployed but not in my field or dedicated to my field and my search for the right job. Living with parents in Toronto and job searching in both Toronto and Ottawa. Kristen Hope

Cynthia Shapiro: That's a good question, but NGOs and non-profits have the same need to bring in money and work efficiently and effectively as for-profit entities. Information on your resume that highlights your ability to bring in money, save money, or achieve specific goals will make you stand out as a stellar candidate for any job.

If you don't have those experiences to highlight, then show your key successes and/or goals achieved. The key here is not to list boring duties on your resume that your job title already conveys, but to list key accomplishments. That's what will get the attention of any hiring manager in any field. At the very heart of all organizations, even a not-for-profit, lies the need to manage money effectively, and have driven employees to be successful.

As far as your job search goes, it really depends on your financial situation. If you are at the point where you need to get a job, go ahead and take any job to make ends meet, but don't put it on your resume if it's not related to your field (that could work against you). If you don't have to go get a job right away, you should continue to look for something in your field that you could put on your resume. Having a job will only help you get a better job if it's in your field and you can talk about it in an interview with some degree of pride and intentionality.

A word of caution here: You will need to find something quickly because, the longer you are out of work, the more you run the risk of appearing unemployable, and the less interested hiring managers will be in you. You should not be having this long a delay in your search. If you aren't getting phone calls for every qualified resume submission, or you aren't getting offers after your interviews, something may be wrong. Good luck to you.

Terry Brodie: We're seeing some companies in manufacturing and retailing announcing big layoffs. If a company is downsizing or laying off staff should you scratch it from your job search?

Cynthia Shapiro: There's a funny psychology within companies in a downturn. It creates the thinking that the current people are not getting it done. A company will decide to get rid of people who are part of their recent "bad luck," but they will be hiring, looking for new saviours who can turn things around.

The key to interviewing with these companies is to make yourself sound like a rainmaker and emphasize that you are known for your ability to increase profits and have created success for another employer.

Companies will be very intrigued. If you look like a positive force that is going to come into the company and draw success to the organization, they will hire you on even while they are letting someone in the same position go.

Angela Reimer from Winnipeg, Canada writes: Please provide some advice on how to prepare and participate in a 'pre-screening' telephone interview.

Cynthia Shapiro: Angela, great question! The phone screening is where more than 50 per cent of people get knocked out of the running. Why? Because it's a trick. Most people believe the phone screening is a "get to know you" call with a usually very friendly hiring manager. But that's not really what a phone screening is all about.

It is one of those interviews designed to find any red flags that would eliminate you from the running before the company spends time and money on an in-person interview. The best way to prepare is get three short and confident success stories together that put you in the best light possible as an employee. Have them ready to go and launch one whenever the interviewer asks a question that gets close to the topic. Write down and review your top 10 best qualities as an employee so they are top of mind and you can easily sprinkle them throughout your conversation. Stay away from any personal information like whether you have kids, or that you took time off from your last job for a medical reason, etc. Don't ever mention any bad luck with a previous employer or anything like a termination. The key is to stay positive. Because this is over the phone, you'll need to be very enthusiastic and smile while speaking so you give a great impression. That should help you sail through with flying colours!

C Messina from Canada writes: Hello, Cynthia. When questioned about previous employment, and there has been a job where perhaps the relationship ended badly or in a termination, what advice would you give to someone on how to respond to those types of questions from interviewers?

Cynthia Shapiro: I'm so glad you asked this question. This is a key issue in interviewing. Most published advice out there will tell you to openly talk about a bad experience or a termination in an interview to get the information out there on your terms. That's not in your best interest. That type of advice is put out by organizations and hiring managers that know they most likely won't be able to get that information on their own, so they encourage candidates to spontaneously confess that information in interviews.

Don't do it. You don't have to disclose that you've had a termination or a bad luck experience in you past. You can treat that as your personal and private information that you will handle in your own way. The moment you mention a termination in an interview, the opportunity will be over.

The idea in all interviews is to only share positive information. Any negative experiences, or any bad-luck in your past, if shared in the pressure-cooker of an interview will make you appear unsuccessful or even unlucky, even if the circumstances weren't your fault. To be the top candidate for hire, only share positive stories, put everything in a positive light, silver-lining everything even if you have to reach a little for it, and put your best foot forward as though you were giving a marketing presentation for yourself as the best possible candidate.

Ivan Thorburg from Toronto, Canada writes: What is the best approach for addressing the compensation issue without (i) in effect negotiating against yourself on the issue, and (ii) securing the best offer without creating a long shopping list of terms (i.e. competitive base, bonus, annual review, severance, car allowance, membership fees, benefits etc. Ideally to avoid the question it would be nice to know what the interviewers budget is.. Is there any subtle way to extract details on their budget without it having a negative impact (i.e. the salary range for other employees with comparable positions within the company)?

Cynthia Shapiro: Ivan, if you want to be able to negotiate for top dollar at the right moment, you need to steer clear of all talk about compensation throughout the entire process. If a company asks for your "desired salary," give them what you've been currently making followed with a statement of enthusiasm for the position and that money is not the most important aspect to you. If they ask you during the interview process "would you be happy with X amount?" respond with "that's certainly something I would consider." The word "consider" becomes your best friend during this process. It keeps the interview moving forward without shutting down your ability to get top dollar at the right time.

There may be no way to tell what their "budget" is for the position, but it doesn' t matter because very few companies really have fixed budgets. If they find someone they've fallen in love with, someone they feel will be crucial to their success, the budget can go out the window. That's actually why they try to get you to talk about salary "desires" early on, so they don't fall in love with someone they know they'll have to blow their budget for.

So, what is the right time to negotiate? When you get the formal written offer in hand. Prior to that, everything is something you'd "be happy to consider." Once you get the offer in hand, you know they want you, you are both on the same side working toward an agreement. This is the time you can say, "thank you so much for the offer, but I was really hoping for X amount of money, is there anything we can do here on this?"

Always wait until the magical moment of the offer letter. That will give you the best chance of getting everything you wanted. Even if they can't go higher and it turns out to be an offer you can't accept, it will have been fantastic practice (let's face it, we don't get too many opportunities to practice our interview or job negotiation skills, so it's worth it to go all the way through even if you aren't sure they can afford you). I've had clients use this technique and get 20K over the published salary for the position, so it can certainly be worth it.

Graeme C from Ottawa, Canada writes: Hello, Ms. Shapiro. A problem I often encounter in interview situations is trying to confidently sell myself with a certain degree of humility, without ultimately coming across as arrogant and cocky. Do you have any advice on how I could convey to an interviewer my strengths and attributes without either sounding like I'm simply listing off buzzwords or coming across as 'full of myself'?

Cynthia Shapiro: Thank you for your question, and I'm glad you asked it.

This is actually a very common problem for people. It can feel very uncomfortable to toot your own horn in an interview, and I have a great trick for you: Instead of trying to make it all about you, write out all your best qualities and attributes, get them top of mind, then attribute them to an objective product — you. If you think about marketing yourself as a stellar product, it can help distance yourself from the uncomfortable feelings, it will naturally keep you from sounding conceited, and you'll be able to easily emphasize all your "selling features" to the consumer (aka the hiring manager). Treat it like you're crafting a marketing or advertising statement for the you that is a stellar employee, and it will make al the difference. Give it a try!

Ginny from Canada writes: Lots of employers make the same mistake: hiring the person who gives the best interview. Being interviewed is a skill you can learn, and it often has little to do with the skills you need for the job you're actually applying for.

Cynthia Shapiro: Way to go, Ginny! That's absolutely right. But it's not really a mistake the hiring managers make, they hire the person who gives the best interview on purpose. Being able to give the best interview can be more important to companies than skills or talent. Why? Because they know they can teach skills and talent. Being able to give the best interview for the job means the person will most likely be a good corporate fit, knows how to play the game, and can make a good impression in their work environment. If you learn the insider secrets to being the best interviewee, and then you can back that up with stellar skills and talent, you're hired!

Frank Quinlan from Canada writes: My daughter was recently asked in a job interview to rank herself on a scale of 1 to 10 on several qualities, one of which was simply 'excellence.' Taken aback, she played it safe and chose a number in the middle of the scale, 5 or 6. 'Excellence' was most difficult, since it wasn't attached to any activity or quality. She was turned down for the job on the grounds that she was too hesitant during this oral 'test'. Neither she nor her employment agency rep had encountered this interview tactic before, and wondered whether it was meant to provide an excuse to rule out candidates. How should she have handled such a question?

Cynthia Shapiro: Frank, this is a good one!

This type of trick question is designed to see how much confidence the candidate has in his or her own abilities. If the candidate doesn't show confidence, the hiring manager won't be confident that this is the best person for the job.

The right answer those types of trick questions is always an immediate "10," backed up by stating that you have a commitment to excellence in all you do. The idea here is to show confidence, not modesty. An interview is not the time to be humble. If you don't show that you believe in yourself, why should the hiring manager believe in you?

I'm sorry your daughter got such a nasty trick right out of the gate, I hope she has better luck and more friendly interviews in the future.

Michael Tripper from Vancouver, Canada writes: Hello Cynthia, here's my issue: I do not have a degree in my field but started when the field was young and degrees and certificates were non-existent or rare.

My question - many HR departments screen me out immediately before even checking other credentials even though I have taught grads what they really need to know once they leave their schools and are actually working on site. As a commercial artist, my career was built upon apprenticing around and in fact my skills and talents easily exceed grads in the real world. I'm almost at my breaking point and am considering just lying on the cv and saying I have a degree - I can remember doing it once before and the interviews started flowing - I'm just ethically not happy with it but given I would face homelessness if I do not find something soon. Oh, and because I was looking to move out west, I took a lot of freelance gigs and so have been pigeonholed a bit in that role I am at my wits end. Any recommendations - what can I do to show I am sincere in looking for full time work?

Cynthia Shapiro: I can certainly understand your frustration and the temptation to put a degree on your resume.

But don't do it! It might get you the initial phone call, but it's far too easy to check, is still the No. 1 most checked item on a resume, and could not only land your resume in the trash but could even get you blacklisted.

It sounds like the problem is not that you don't have a degree. From what you've mentioned, it sounds like the problem lies in your resume. If you have all this wonderful experience that trumps a degree, companies would be very interested in you, regardless of the formal degree. I think you need a resume re-work to better highlight all of your wonderful skills and experience so it jumps right out at a hiring manager. Most companies ask for a degree, but hiring managers will always overlook it for a seasoned and professional candidate. I think all you need is a resume redo and you'll be right back on track! Good luck to you!

Terry Brodie: One reader wrote in saying he believed he had been unjustly fired; his case is now before a tribunal. In the meantime, he would like to know what you would suggest he say in an interview if asked why he left that company.

Cynthia Shapiro: For people who've been terminated and are now looking for a new job, Secret #31 will be a life-saver. First of all, you may be able to check to see if you can get the termination designation changed to a layoff or resignation (companies can and will do that). If not, you need to find out what the company policy (and the state or regional law) requires for references. In the United States, most states will only give what the insiders call rank, file and serial number when a prospective employer calls on an employment reference. That translates into dates of employment, position held, and general duties. Most will not give separation information (including termination information) or any other information. If you find out that your employer is one of the 90 per cent who don't give separation information, I would recommend you not disclose the termination in an interview. Once you use the "T" word, even if you have a good story or explanation to go with it, your interview is over. It's best to present as positive a reason as possible for leaving the company and present your experience with the company in as positive a light as possible. As I've said in earlier posts, any bad-luck experience in your past does not need to be front and center in your job search. To be successful, you need to market yourself as the best, most successful, candidate. That means putting only your best qualities and best stories front and center.

Nancy Wong from Mississauga, Canada, writes: Cynthia: I've had numerous HR consultants and headhunters ask me the salary question. Often, the question asked is my salary expectations with respect to the role, which I understand. However, many have asked me what my last salary was. I find this question very uncomfortable to answer. One time, I politely refused to give it and the HR consultant said that the interview would not continue if I did not give this information. Why do they ask such a question? What is your suggested response? Thank you.

Cynthia Shapiro: Nancy, I certainly understand your discomfort. Unfortunately, giving salary information is a requirement in the job search process today. However, there is a big difference between giving salary information to a headhunter or recruiter and giving it to a hiring manager.

A headhunter or recruiter is on your side, and is working to get you the highest salary possible (because they get paid on a percentage basis of your new salary by the hiring company) so you should always tell them exactly what you've been making and what you'd like to make — adding, of course, that salary is not the most important thing and finding the right position is.

Meeting with a company hiring manager is completely different: you are not on the same side until an offer has been presented. So, you don't ever want to give away your desired salary range. Instead, you should say all throughout the process that you are "happy to consider any offer" (as I mentioned in a previous post).

You will however, have to provide your current salary. Now, there is a trick to this as well. If you know the position pays more than you've been making, you can add into your "current salary" statement any bonuses or additional benefits you were given on the job to get your salary closer to what they're offering. If you know it's lower than what you've been making, take out any additional compensation like bonuses, or stock options, giving the barebones salary and then immediately state that money is not the most important aspect, you are very interested in this opportunity, and you are open to considering any offer. You then, of course, wait until you get the formal written offer letter in hand to start negotiating for the salary you were hoping for originally.

Barbara Moses from Toronto, Canada writes: I was concerned about your comments regarding showing weaknesses as weaknesses could be interpreted as a red flag. In Canada, most recruiters want to hire a human being, not a robot. To deny, for example, that you have ever been fired, can actually be dangerous.

Apart from the fact that this information about people's career history is available through the gossip pipeline, which means once the truth is discovered you will be seen as a liar, it also implies that, to have been fired, makes you somehow inadequate. This is 2008, not 1960, when a termination was something to be ashamed of. There is also an excellent chance that the recruiter her or himself has been fired, at least once. So consider the message you are subtly giving the recruiter!

Also, most career books are not written by HR types as "a means of getting them to spill the beans", but by career experts and coaches, such as myself.

I don't think the advice you are giving is helpful. The interviewee is not at war. They are not in an adversarial position.They should represent themselves as honestly (which does not mean stupidly, as in browbeating) as possible. If the candidate is talented, they can profit from skills shortages. And they should know their value.

The interview goes two ways. An accomplished worker asks himself or herself: What do I need to hear from this recruiter to ensure this is a good match for me, not how can I humble myself and twist myself into a pretzel pretending I'm someone I'm not in order to get hired.

Your advice, I believe, is not tailored to the tenor of the new workplace.

Cynthia Shapiro writes: Barbara, thank you so much for your thoughtful response and your candor. I am, in fact, a career expert and coach as well, and I'm glad you took the time to mention your concerns. It creates the opportunity for a very helpful clarification.

Termination disclosure during a job search is one of the stickier and more complex issues I deal with, and I agree with quite a bit of what you've said here. Dealing with a termination on your record while job searching is very serious business, and you can, in fact, find yourself in hot water if you don' t know how to do it exactly right. I go into great detail in Secret #31 on how to do this properly, and when you shouldn't try. I usually recommend someone in this situation hire a professional career coach like one of us, both to diagnose the reason for the firing so it doesn't happen again, and to determine the best course of action for job searching going forward.

The main point is that a termination doesn't mean you are unemployable, and a candidate doesn't have to feel trapped into disclosing the information in an interview. There are other options.

But I think you have to, for a moment, consider the tremendous heartache that can occur when a good employee has a bad experience and falls into a termination. It can make it extremely difficult, if not for some people seemingly impossible, to compete in the job market with that kind of blemish on your record. I've seen firsthand that kind of heartache, and I've been honoured to be able to help many good people across the country take a bad experience and turn it around.

I do agree that it's 2008 and things are different, and, if you do have to disclose a firing, there are ways to do it that can help neutralize the blow to your job search. But the harsh truth is that most companies will not be able to recommend you for hire if they know you've been terminated. That's when you need real options.

Dealing with a termination must be done properly and carefully and I do recommend working it out with a professional career coach if you can. But when a good employee can't get a job because of one bad experience, something is wrong with the system. There has to be help and real advice out there for people struggling with this issue, even if the advice runs counter to what companies want you to say or do. Someday I hope we can change the system so this is no longer an issue, but I have not seen that happening in a wide-spread way as of yet.

Hopefully this conversation on-line today hasn't made it look as though I'm anti-corporations or anti-HR, far from it. My books and my mission are actually designed to create a bridge between employees, job seekers,and employers, and I try to help people see the view from both sides while providing people the help they need to achieve their career goals. I'd be interested to know what you think of the book once you get a chance to read it. I think you'll find it's not nearly as "dangerous" as you fear. Thank you again for your question, and your professional input to this conversation. All my best to you.

Terry Brodie: Cynthia, you have answered lots of questions, and there were still more we didn't get to. Apologies to those.

Thanks so much for all of the time and advice you've given us today. Do you have any final thoughts to leave?

Cynthia Shapiro: Thank you so much for this opportunity to help so many of your wonderful readers!

It's clear from these questions, and the many others I get every day in my practice, that lots of people are struggling through the job search process right now. I want you to know you're not alone. Job searching is a tough process to go through, especially in this current job market. Don't let it get you down, or make you forget about all the wonderful things you have to offer. You are a unique commodity in the job market, and there is a company out there looking for exactly what you have to offer right now.

If you're feeling confused or frustrated by the job search process, take a few minutes to write down and remind yourself of all the wonderful qualities you bring to the table. Remind yourself of what a great candidate you are and why an employer would be lucky to have you. Get that at the forefront of your thoughts and hold onto it, no matter what comes your way. If you can present those qualities, and that approach throughout the job search, and during interviews, you'll be hired before you know it.

Good luck to all of you, and thank you all so much for participating. I wish you all the best. You can do it!