17th century witch chronicles put online

17th century witch chronicles put online - A 350-year-old notebook which documents the trials of women convicted of witchcraft in England during the 17th century has been published online.

The notebook written by Nehemiah Wallington, an English Puritan, recounts the fate of women accused of having relationships with the devil at a time when England was embroiled in a bitter civil war.

The document reveals the details of a witchcraft trial held in Chelmsford in July 1645, when more than a hundred suspected witches were serving time in Essex and Suffolk according to his account.

"Divers (many) of them voluntarily and without any forcing or compulsion freely declare that they have made a covenant with the Devill," he wrote.

"Som Christians have been killed by their meanes," he added.

Of the 30 women on trial in Chelmsford, 14 were hanged.

Wallington also recounts the experiences of Rebecca West, a suspected witch who confessed to sleeping with the devil when she was tortured because "she found her selfe in such extremity of torture and amazement that she would not enure (endure) it againe for the world." Her confession spared her.

Carol Burrows, who managed the notebook's digitization, on Thursday told Reuters that Wallington's journal was important because of its connections to the civil war.

"It's a personal account and it tells us a lot about the time -- they were troubled times," she said.

"It's in English and it's very easy to read so it's going to be of interest to the general public as well as scholars," she added.

The manuscript is one of Wallington's seven surviving notebooks. The woodturner wrote 50 journals about religion, the civil war and witchcraft trials during the course of his life.

A team at The University of Manchester's John Rylands Center for Heritage Imaging and Collection Care spent two weeks photographing the notebook kept at Tatton Hall in Cheshire so they could make it available online. (Reuters)

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Tax Guru: tie the knot and pay less tax

Tax Guru: tie the knot and pay less tax - The tax system already favours the institution of marriage – and the Coalition may deliver further tax breaks in the Budget .

It is hard to believe, but barely 20 years ago married women were not treated as real people by the tax system, merely adjuncts to their husbands.

It was the husband's responsibility to complete a tax return showing income for both himself and his wife, and she was obliged to provide him with the information to do so. The law was brought kicking and screaming into the 20th century on April 5 1990.

Norman Lamont, who, as chancellor, piloted independent taxation, did so with the following words to Parliament: "Independent taxation is bound to mean some couples will transfer assets between them with the result that their total tax bill will be reduced. This is an inevitable and acceptable consequence of taxing husbands and wives separately. We expect income splitting."

Once married, Prince William and Kate Middleton will be able to transfer assets between them tax free

This gave a blessing for couples to save tax by relatively straightforward planning. The rules specifically allow spouses, and civil partners, to transfer assets between themselves without it being treated as a disposal for capital gains tax or inheritance tax, provided the recipient is UK domiciled.

The starting point is to ensure both spouses use up their income tax personal allowances. From April, this will be £7,475 for people up to 65, £9,940 for pensioners between 65 and 74 and £10,090 for those aged 75 and over. If one spouse is working and one is at home with the children, it makes sense for investments to be held in the name of the non-working spouse. This will apply to bank and building society deposits in particular and any property they own that is let.

From next month the amount of income you can earn before you become a higher-rate taxpayer drops from £43,875 to £42,475, but there will be a £35,000 band available to each spouse with only 20pc income tax applying. So, if you have one spouse paying higher-rate tax and the other not earning or a basic-rate taxpayer, it makes sense for investments to be transferred to maximise the income taxed at basic rate. In this example, shares come into the picture because dividends can suffer higher-rate tax, effectively at 25pc of the cash dividend.

What applies to income applies similarly to capital gains, because everybody has an annual capital gains exemption, currently £10,100. If sitting on shares with a profit of £20,000, it may make sense to give half to your spouse before they are sold so you use both annual capital gains tax exemptions.

How about single premium insurance policies, often referred to as bonds? The tax rules are complicated, but when you finally cash in the bond or draw more than the 5pc per annum allowed, the excess will be subject to income tax if you are a higher-rate taxpayer. Assigning a policy to a basic-rate taxpaying spouse can save a big tax bill and if the proceeds push them into higher rates of tax, ''top slicing relief'' is available to reduce the liability.

A particular problem can affect pensioners. This is because they can pay a higher tax rate if their income exceeds the age-related allowance limit which, for next year, will be £24,000. It means that a pensioner earning between £24,000 and £28,930, (£29,230 at age 75 and over), will pay an effective tax rate of 30pc on their income because of the way their personal allowances are reduced.

The same principle applies if one spouse is earning between £100,000 and £114,950, because here the effective tax rate becomes 60pc as personal allowances are phased out altogether.

You need to pay particular attention to joint bank accounts. HMRC will treat the income from these as equal unless steps have been taken legally to change the basis on which the account is held. Joint accounts are useful for older couples because if one dies, the other one can still access it, whereas individual accounts are only accessible once probate is granted. So, if you want a joint account, but for your spouse, for example, to have 90pc of the income, you should have a deed to evidence that the legal basis of ownership has changed. This new basis can then be used for tax purposes on completion of HMRC form 17.

Avoid the temptation to give an asset to your spouse on the understanding that, if you want it back, it will be returned, as Norman Lamont made clear: "Provided that the gift of assets between husband and wife is free from conditions and is a complete and irrevocable transfer of the underlying capital as well as the income, we see absolutely no case for imposing a tax penalty on the income of those assets."

One of the disadvantages of marriage is that a couple is only allowed one principal private residence CGT exemption at a time, although, as I explained two weeks ago, it is possible to have a degree of doubling up using the election and the three-year rule. On the whole, however, the tax system favours marriage and it is thought that the coalition Government is generally favourable to further improvements, some of which may be announced in the Budget on March 23. ( telegraph.co.uk )

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Why does the president have so many economic advisors?

Why does the president have so many economic advisors? - Larry Summers is leaving his post as director of the National Economic Council after the November elections. Don't worry: The president still has plenty of people giving him economic advice, including the treasury secretary, the commerce secretary, the chair of the Federal Reserve, the director of the Office of Management and Budget, and the chair of the Council of Economic Advisors. These jobs all sound pretty similar. What's the difference?

It depends on the president. In theory, each position has its own role in the nation's economic planning. As a practical matter, though, when the president has to make a tough decision, job descriptions matter very little. All of his economic advisers are experts in the same field, and the president tends to rely on whichever player he has the most confidence in, regardless of title.


Keeping that in mind, there are some clear differences among these jobs. President Clinton established the National Economic Council—the financial equivalent of the National Security Council—in 1993 precisely because he had too many people giving him discordant economic advice.* All executive department heads with a role in macroeconomic policy are on the council, and the director's job is to get them on the same page. He convenes and presides over meetings and is supposed to serve as an honest broker when raucous economic disagreements break out.


The Council of Economic Advisers is the president's personal stable of eggheaded economic analysts. The chair is usually a preeminent academic economist—current head Austan Goolsbee is on leave from the University of Chicago—to whom the president turns for research. For example, when the president is thinking of raising taxes, he turns to the council for analysis on potential job losses and the overall impact on GDP.


The Treasury manages the federal debt by buying and selling government securities. It collects taxes, prints money, and chases down international terrorist-financing networks. As secretary, Geithner is in charge of all of this, in addition to putting in his two cents on the president's economic policies. He has a massive staff of analysts working for him.


Jeffrey Zients, acting director of the Office of Management and Budget, is the president's budget point-man. He works closely with the president on the broad outlines of where money should go, then sets his underlings to work on hammering out all the details. The OMB is perhaps best known for publishing the budget book that serves as a starting point for congressional debate, but staffers there have lots of nonbudget responsibilities as well—like coordinating all regulatory activity and supervising communication between Congress and the president's many employees.


The commerce secretary, once considered the second-most important economic position behind the secretary of the treasury, seems to have lost influence in recent years. Current head Gary Locke doesn't have as robust a staff of macroeconomic researchers as the other advisers. The department also has a rather odd mishmash of duties. It conducts the census, runs the National Oceanic and Atmospheric Administration, and administers the patent office.


The Federal Reserve Chairman isn't really the president's adviser. The Fed is an independent commission. While the president nominates the chair, he can fire him only with cause. (He can sack any of the other advisers for looking at him the wrong way.) The chair's most important decisions on monetary policy, like adjusting the federal funds rate, don't require presidential approval. He does not attend senior staff meetings, and (in theory) has no interest in furthering the president's agenda. Still, presidents traditionally consult with the chair on an informal basis. ( salte.com )

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Ten Things to Know About Background Checks

Ten Things to Know About Background Checks. You have been working long and hard on your search for a new job opportunity. Finally, you have an awesome interview and you get a great offer. The hiring manager indicates that the only thing remaining is a background check (BC).

Your heart starts to pound and beads of sweat appear on your forehead. Questions fly through your mind: What are they looking for? What are they going to find? Who are they going to talk to? How do they conduct the process? Am I in trouble because of the DUI I got when I was 20 years old? Will they find out about the company I didn't include on my résumé because I only worked there for two months? Will they find out I got fired instead of quitting? Will my bankruptcy from 12 years ago prevent me from getting the job? What will my vindictive former boss say about me?

Let's answer these questions for you.

Companies are using BCs now, more than ever before, to make certain they are hiring the right person. Unfortunately, BCs are now more common because so many job seekers have a tendency to "exaggerate" on their résumés. Companies want to identify severe problems in the candidate's employment or personal history. But what information are they entitled to and what privacy rights do you have?

Robert Mather, CEO of Pre-Employ.com, which specializes in background checks, has some interesting insights into the industry and process. Let's take a look at what Bob has to say and what you can expect from a BC.

Mather says that the larger BC companies conduct between 4,000 and 12,000 checks per day. The cost will vary from about $19-56, depending on the type of information the company is seeking. In addition, companies cannot conduct a BC without your written authorization. If you are turned down because of a BC, the company must tell you why, according to federal law.

Let's review the most common BC items:

1. Criminal History

Felony and misdemeanor searches can be conducted by county, state or throughout the nation. Each respective search costs an additional fee. Some states will only provide information for the past seven years. You need to check each state for its policy. Only information of public record is available. Juvenile records cannot be accessed. Bob Mather indicates that identity theft and false criminal reporting are on the increase and can appear on your BC. More about this later and what you can do about it.

2. Civil History

Similar to criminal history and includes whether the job candidate is/was a plaintiff or defendant.

3. National Wants and Warrants

If the candidate is "wanted," it will appear through the NCIC system, but this information is not frequently requested.

4. Credit Report

This is a very common item for BCs. Companies are searching for financial stability. Bankruptcies prior to seven years will not appear.

5. Social Security Reports

This will reveal where the candidate has lived for the past seven years. Name variations are frequently used to verify addresses and locations.

6. Previous Employer Verification

This is the item that makes most job seekers nervous. Almost everyone has had some form of disagreement with his or her boss. The concern centers on what the employer will say and whether they will release employment files. In most cases, because of a dramatic upsurge in lawsuits from job seekers who received false bad references, previous employers typically only confirm dates of employment. Compensation and good or bad references are not generally provided; however, that doesn't mean it is not done. A job seeker might want to consider hiring a "reference check" company to verify what previous employers are saying.

7. Drug Tests

Approximately 15 to 20 percent of all BCs include a drug test. BC companies typically contract with local medical clinics to conduct the test. It can be expensive, so it is not done in all cases. In most cases, the job requirements determine if a drug test is necessary, particularly for anyone operating machinery or a motor vehicle. Executives are also frequently screened for drugs.

8. Reference Verification

The employer or BC firm will contact references provided by the job candidate. Typically, the questions are very specific regarding job performance as opposed to personal or private information. They rarely contact anyone other than the designated references provided by the candidate.

9. Education

The BC will verify attendance, majors, degrees, certifications and dates earned. This has become a common BC item as a result of overwhelming falsification by job candidates. We have all seen news reports of leading politicians, executives, teachers and celebrities who have falsified their education. Here is a tip: Job candidates without a formal degree should not waste their money on the phony degree or certification programs where you pay a fee to get a degree based on experience. Be honest about your education. If you believe you need additional education, enroll in an accredited school. Your efforts to complete or enhance your education will definitely be viewed positively.

10. Driving History

A common and almost mandatory BC item for people required to operate a motor vehicle. They are checking for license status, holder, dates of issuance and expiration, violations, suspensions, or other actions.

"Errors in criminal history frequently occur as the darker side of identity theft," Mather says. "Most people quickly become aware of problems on credit history as a result of identity theft. But you should also be aware that false reporting of crimes may be reflected on your BC because someone has stolen your identity."

If you have any concern about identity theft, or if you wish to learn what a BC will reveal about your background, you may wish to conduct a BC on yourself for a nominal fee using www.mybackgroundcheck.com. This site also has great free resources regarding background checks and how to clean up your report if you find any errors -- use the "Consumer Resources" link.

Finally: Relax. Too often job candidates worry too much about a BC. In the overwhelming number of cases, minor problems on your BC will not be an issue. Problems that occurred in the distant past will be overlooked based on your current history and ability to perform your job with talent and integrity. If a company is going to do a BC, be straightforward with them about any problem that might be discovered. Offer evidence that this is no longer an issue. Your hard work and honesty will help overcome any mistakes from the past. ( msn.com )

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Fight the Fear of Returning to Work

Fight the Fear of Returning to Work. Admit it -- you may not be sure how to start your job search, or what the most effective job search techniques are. Sometimes you aren't even sure exactly what career or job you want to do now.

Many women want to restart a career after beginning a family, but with years out of the workforce they question their own worth and whether anyone would hire them. The job search process seems downright scary, causing many women to stay on the sidelines. Sure there are pitfalls to avoid, lots of advice, both good and bad, plus plenty of competition vying for the jobs.

Having a workable action plan will take away some of your uneasiness. To get started:

Soul search.

Career happiness is a result of aligning your skills, your values and your interests. Do some self-analysis. Define your skills that you can offer an employer -- be sure to note any volunteer work, which is greatly valued by employers. What do you want to do? Where? Part-time or full? Narrow down the career options that seem ideal for you.

Employers hire you to do a specific job and expect you to define exactly what that is. Applying for everything only wastes time--yours and the employers. It's better to identify your top strengths and assess your abilities and experience (paid and volunteer). Consider what interests you and focus on how best to apply your talents in a career you have some passionate interest in. Research the potential job options and select one or two job titles to pursue.

Be ready to work.

Employers hate working parents who don't show up and have proved to be undependable. Be prepared to clearly define that you have a solid, dependable daycare and reliable backup plan so you won't skip out every time Johnny gets a runny nose.

Consider setting up a co-op with other parents or neighbors to cover you when your kids are sick. Also, anticipate any overtime requests, travel and commute time when selecting a daycare, which often has very rigid hours of service. A positive, "I will deliver the results needed" attitude will go along way to aid you in landing a job.

Know where to find good leads.

According to a recent study from the Society for Human Resource Management, 86 percent of employers use online recruitment for open jobs. The Department of Labor states that less than 4 percent of job seekers found their jobs on the Internet, and most of those were posted on the employers' Web sites, but for the Department of Labor, networking accounts for 63 percent of all jobs filled -- 63 percent! Start with everyone you know. Ask for referrals -- people they know that you should contact who might help pass your résumé inside their companies, or names of other companies you should investigate. It's better to be direct and say, "I'm job hunting. Do you know anyone over at XYZ company?" versus, "Heard of any jobs? I need one."

Write a winning résumé and cover letter.

Employers give résumés less than a 15-second glance, so a vague résumé gets trashed immediately.

Demonstrate results! A one-page résumé stressing actions and noting results such as increasing/decreasing, saving time or making money are most influential.

Use action verbs. Start each sentence with a powerful descriptive action verb -- such as established, managed, organized, etc.

Proofread! Studies have shown employers cite spelling and typos as the top mistake job hunters make.

Cover letters are influential -- use them.

Apply quickly! Employers call the strong early-birds first, often leaving hundreds of résumés unread.

Be armed and ready for the interview.

Employers make snap decisions. They state that most people lose the job in the first minute of the interview. Inappropriate attire is the worst culprit. Dress professionally. To be ready for the tough questions, practice writing out good answers to potential questions ahead of time. Role-play an interview with a friend to better prepare and eliminate nervousness. Keep answers to less than one minute, and use specific examples from your experience whenever possible. Display a positive, eager-to-learn, enthusiastic attitude. It is a key trait employers want.

And finally, always send a handwritten thank-you note -- e-mails are too quickly forgotten.

Need more assistance? Robin's The DreamMaker audio coaching can help! It is your ideal career decision-making tool to direct you into a better career and brighter future.

The DreamMaker Audio Coaching Program includes everything you need to help you uncover your passion and make a positive career change. Based on Robin Ryan's popular career book, "What To Do With The Rest Of Your Life" her workbook and coaching CDs will help launch your new career FAST. Don't waste another day hoping things will change! Get The DreamMaker and let your new life begin!

Robin Ryan has appeared on the Dr. Phil Show, Oprah, NBC Nightly News with Tom Brokaw, CNN, CNBC and is considered America's top career coach. She is the best-selling author of: "60 Seconds & You're Hired!;" "Winning Résumés;" "Winning Cover Letters" and "What to Do with the Rest of Your Life." She's the creator of the highly acclaimed audio training program Interview Advantage and The DreamMaker. ( msn.com )

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Job Hunt Giving You a Headache?. For some people, "If it ain't broke, don't fix it" is a guiding principle. During a job search, however, it's hard to tell just what ain't broke and what needs fixing. Looking for work is a time-consuming process that can move or at least feel like it's moving at a snail's pace.

So how can you tell the difference between a regular, patience-trying job search and an unsuccessful one?

The first sign: No one's calling you for interviews. Not every résumé you send will result in an interview, but some of them should. Another clue is if you are getting called for interviews but you never get called back for a second round or receive an offer.

If you find your job hunt isn't giving you anything but a stress headache, ask yourself the following questions:

Is my résumé targeted?

Just because you're applying for multiple jobs, don't assume the same résumé works for every position. Each job posting will stress different qualities over others, so rework each résumé to highlight the experience and skills that correspond to that particular employer. Your résumé will prove not only that you're qualified for the job but that you also have an attention to detail.

Am I networking?

Think about this: There is only one of you and there are thousands of job openings. The more people know you're looking for a job, the better your chances of finding one are. You can never be sure who will know of an available position.

Networking can also give you a connection to a hiring manager or somebody at a company that puts you ahead of other applicants, says Matthew Grant of Aquent, a marketing staffing firm. With so many job seekers competing for the same position, you have an edge if you are referred by a friend or colleague of the hiring manager.

Do I know something about the companies I'm applying to?

"Tell me what you know about the company" or "Why would you fit in well here?" have become staple interview questions, so don't be caught off guard. Shrugging your shoulders and saying, "I don't know" isn't going to score you points. Look at the company's Web site and read press releases and newspaper articles to see what's going on with your prospective future boss. In addition to preparing for the interview, you'll also learn whether or not the company and its culture are a right fit for you.

Am I targeting my job search?

Sending out several applications is key to finding a job, but you also need to be selective about the jobs to which you're applying.

"We see job seekers apply for every job posted – a real red flag that they do not know what it is they are good at," says Eliot Burdett of Peak Sales Recruiting. While you don't need to possess every single skill listed on a posting, you should at least be qualified for the position and prove that you have transferrable skills. Your targeted résumé will help prove you're a serious candidate if you have some qualifications for the position.

If you're spending time applying for jobs you're not qualified for, you're wasting valuable time you could be devoting to a position that's a better fit. If you recognize where your strengths lie and what transferrable skills you possess, you'll see better results than if you apply to any posting you come across.

Has someone else looked over my résumé and interview technique?

Feedback is critical to job hunting. Ask someone else to read your résumé and provide feedback, suggests Kevin Donlin of TheSimpleJobSearch.com. "Ask them three questions: Does this résumé clearly tell you what I can do? Does it prove I can do it? Does it make you want to call to find out more?" Friends or colleagues can provide objective points of view that help you revise your résumé.

Your interview skills need the same attention. Are your answers succinct or too short? Thorough or rambling? What you think you're saying isn't necessarily what others hear, so find this out now rather than in the interview. If you don't think that a colleague or friend can offer constructive feedback, make an appointment with an interview coach.

How am I presenting myself?

Employers are assessing your presentation before you even show up for an interview. The e-mail address you put on your résumé and other correspondences should be professional, not descriptive. So avoid addresses like BingeDrinker@beerguzzlers.net. Opt for something as simple as your name.

Your e-mails and phone conversations with hiring managers or recruiters should also send a professional message. Don't send e-mails written in all capital letters and/or using three exclamation points – it's bad netiquette in personal correspondence, but it's even worse in business.

Put the same thought into your outgoing voicemail message. Don't try to be funny by playing thirty seconds of your favorite song or talking with a mouthful of food. Hiring managers might hang up instead of asking you to call them back. Give a normal, casual greeting, or use one of the pre-programmed options that come with most accounts.

If a recruiter calls you, don't try to hold a conversation with your TV blaring in the background or your child screaming on your lap. If you're asked whether it's a good time to talk, you can be honest and say you're in the middle of something. Then ask if he or she can call you back in 15 minutes or find another day that's convenient for both of you. You'll be prepared to answer all the recruiter's questions and won't be distracted. ( msn.com )

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Does No Degree Mean No Job?

Does No Degree Mean No Job?.Often, while perusing the job postings, you'll see listed under the requirements section wording such as "Bachelor's degree or equivalent."

Does this mean that those without a degree need not apply?

Not necessarily.

Although many corporate cultures require that their employees have a degree regardless of their position or length of experience, others will allow the degree to be trumped by industry experience. This is especially true for those job postings that have a degree "or equivalent" tagged to them. As such, you may have a chance when you lack the degree. Generally speaking, a degree will usually be mandatory for those younger candidates lacking solid, relevant job experience. The operative word here is "equivalent" and how that is defined.

Sell results instead

While these employers may have different requirements for equivalent experience, a good rule of thumb is to demonstrate performance and results in your previous work. To accomplish this, your goal is to show how you either made money or saved money for your employer. From your work experience, develop as many specific examples as possible of when you actually have done so. If you can attach a dollar value to several of those, so much the better. Put these in your résumé.

Here are some actual examples:

• "Responsible for generating 13 new accounts by creating database and mailing piece."
  


• "Booked $150,000 in new business for 2007 by contracting with 2 major groups for the 2nd and 3rd quarters of 2007."
  


• "Increased revenue by 38 percent from new social market bookings."


• "Chaired meetings and headed the negotiation discussion that resulted in the settlement of a long protracted contractual and legal issue with the subcontractor and client."
  


• "Improved cash collection and debt aging from average 100 days to a more manageable 30 days and realized savings of about $276,000."
  


• "Reduced turnover by 45 percent over previous management within 15 months through my training program and development plans."


• "Won the Leadership and Excellence award in 2007 for outstanding achievements during my project management role."


• "Increased our customer satisfaction survey scores by 32 percent on average by training my team on the proper way to provide a great customer experience."


• "Reduced non-beneficial spending costs by 40 percent by effectively researching and analyzing accounts payable data."

You should also have a USP (Unique Selling Proposition) near the top of your résumé. Also called a "Personal Branding Statement," this is a short, one-sentence "pitch" that describes who you are in about 15 seconds. Your USP should state the single greatest strength you offer and the biggest benefit that you bring to an employer.

Example:

"Hospitality business development professional with a strength in creative sales and marketing techniques that generated $500,000 in new revenue for my employer in 12 months."

You can outweigh the formal education by showing exactly how your specific work has benefited your previous employer. The bottom line is that employers today, more than ever, want to have problem solvers on board. Though you may have no degree, you can prove yourself a resource that fits into their larger profit and loss picture. If you can demonstrate that, you can get hired.

Summary

You can overcome the "degree or equivalent" obstacle if you can (a) show proven benefits to hiring you, and (b) they are open-minded or flexible enough to get past the degree hang-up. There will always be some inflexible companies when it comes to having a degree. But, you'll also find those companies who are more impressed with real-world results. ( msn.com )

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How Job Seekers Can Get Their Foot in the Door

How Job Seekers Can Get Their Foot in the Door. As economy slows, just sending a résumé doesn't cut it anymore. Landing an interview is becoming as rare these days as a night without a presidential debate.

Take Mike Mayer, a former marketing manager who lives in Cleveland. He's sent out hundreds of résumés but it's been six months since anyone has called him to set up an interview. "I'm looking for a sales or marketing job, and I have extensive international experience, but maybe that's working against me," he surmises.

And A.J., an accounts receivable associate for a property management company, is finding his efforts to leave his firm and embark on a new career in human resources have hit a job-search dead end. In the past three months of sending résumés out, he says, "I have not received a single call."

Welcome to the growing résumé abyss. More and more job seekers are finding they're lost in it, unable to even get a call back from a prospective employer acknowledging they exist despite their credentials or experience.

"It used to be that job seekers were able to take a shotgun approach and hit something," says Kurt Weyerhauser, a recruiting expert with search firm Kensington Stone. But in this economy, he adds, "you have to get beyond the résumé."

There's a host of reasons for the problem, aside from just not being right for the job: a souring economy that's gotten companies to cut back or suspend hiring; résumé overload by recruiters who are inundated by electronic résumés; and a growing desire on the part of hiring managers to hire someone they know, or at least hire someone who's recommended by someone they know.

"If you go back a year ago, people were talking about the war for talent; you don't hear that anymore," says Steve Gross, global leader for consulting firm Mercer. The company recently surveyed 126 U.S. employers and found that 33 percent of them were considering a hiring freeze or cutting back on staff because of the economy. That translates, he says, into a slowdown of the hiring process in general.

While you can't disregard the importance of a well-crafted résumé that's targeted to the individual jobs, unfortunately, it's probably not a sharp enough spear for today's job hunt.

Seriously, folks, you could be the perfect candidate for a job and never get beyond an electronic "thank you" reply for sending your résumé.

Dan Enthoven, founder of job search firm Trovix, conducted a study where he sent out fictitious résumés to companies that he knew were desperate to hire software engineers in Silicon Valley. The résumés included all the right credentials and background needed for each specific job posted on company sites, including degrees from none other than top engineering schools such as Stanford and MIT, just to make the candidates even more appealing.

Out of 35 of these perfect résumés sent, only seven received e-mails saying, "We'd like to talk to you," Enthoven says. "That was shocking."

If the perfect candidates out there have only a one in five chance to get called back, it's not good news for someone who may not be a perfect match or someone trying to break into a new career.

What's happened to the hiring world, Enthoven surmises, is recruiters just assume there is no one good to be found among the avalanche of résumés they receive with every job posting.

I know, this sounds unfair, but I suppose we're dealing with human nature here. No one really believes you can find a needle in the haystack, and who has time to search for a needle anyway?

So what we get is a so-called "trust" economy, Weyerhauser says.

"We give an advantage to those candidates who are being referred by people we already know and respect," he explains. "For instance, a candidate who is referred by a well-regarded current employee is much more likely to be invited to an interview than a candidate we know nothing about who blindly sent in a résumé."

The hard part is getting an employee to recommend you. One way to do this is throw a party.

I'm not kidding. Weyerhauser figures you probably know someone right now who knows someone at a company you might be right for.

Invite 30 people and have them invite some people, and before you know it you'll have a sea of connections. Ask your guests, do they know anybody? Provide them with some food and libations, of course, so it doesn't totally seem as if you're only trolling only for a job -- and have fun for goodness sake. Nothing's worse than a cranky job seeker. You need positive vibes to kick your networking into overdrive.

Now, just asking friends if they know someone at a particular company or industry may not always be enough. Check out your friends' LinkedIn or Facebook connections, for example, and see for yourself if there might be a networking fit. Typically, Weyerhauser notes, people don't realize how their connections might work for your job search. Take the initiative here.

Another strategy is to make yourself well-known in an industry by writing an article for trade publications or authoring a blog.

Weyerhauser offered a great example of a guy who wrote a well-read marketing blog.When he called a company he was interested in working for, the manager who answered the phone knew exactly who he was because he was an avid reader of his blog. He ended up getting a plum job at the firm, he adds.

Calling a company or stopping by to introduce yourself is always a great idea. Don't make yourself a pest, but try to connect with the hiring manager so your résumé doesn't get lost on the desk of someone in human resources.

At the very least, go to LinkedIn, or one of the other networking sites out there, and try to find managers or employees, or even former staffers, at a particular company you're interested in and send them an e-mail.

And let's not totally disregard résumés and cover letters.

Abhay Padgaonkar, a management consultant, says sending out 200 résumés at once is what he calls the "spray and pray" approach. So he advises job seekers focus, focus, focus their résumés.

"It's one thing to think that you are right for the job, it's entirely another to be able to understand the requirements of the job and have your résumé and qualifications demonstrate unequivocally that you are, in fact, right for the job," he adds.

Look at each job individually, he says, look at what's required and read between the lines.

For example, have you done negotiations before? If so, explain what you did and how successful you were in your résumé and in the cover letter.

And, Padgaonkar stresses that you have to sing your own praises. "Many times we are blind to our own accomplishments, so get someone to help you point those out," he says.

"Hiring managers spend less than a minute looking at a résumé. If you don't stand out, you end up in the circular file," he concludes. ( msn.com )

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