Many attorneys are finding that the job search is taking longer than expected and they are facing some tough competition as they vie for the best positions out there.  Even if you don't have a lot of experience or haven't worked at the "biggest and brightest" law firms there are strategies that you can give you an edge over the competition. One strategy is to increase your exposure and professional image by writing legal related articles.  We're not talking about law reviews, but more mainstream articles that can be found in legal industry magazines, legal newspapers, business journals and legal webzines.  Many law firms and other employers who may need to hire attorneys read the articles in these publications and might be impressed if you publish an article there.  Here's what you should do:

1.    Pick a topic that you're passionate about and that you have some knowledge and/or experience in.  You don't need to be an expert; but you do need to do your homework and present the article with a unique slant. Make sure that the article requires that you interview respected experts in the legal industry.

2.    Send a query letter to multiple publications, pitching the story you want to write about. You can find out how to write a query letter here http://www.poewar.com/how-to-write-a-query-letter/.

3.    Once the publication approves your article it's time to contact important legal industry contacts to interview for the article.  Make sure you pick people that you want to build a relationship with. When you contact them for an interview, mention which publication you're writing for and emphasize the fact that you want to receive their expert opinion for the article. Also, assure them that you won't take much of their time and make sure that the interview process doesn't take longer than 15 to 20 minutes.

By writing articles for several publications you can access powerful industry players and begin building relationships you can leverage to your advantage in the job market.  Stay tuned for more blogs on how to make it in a tough job market.

Growing your recruiting business during a recession can be both a challenge and an opportunity. Although a recession can be hard on everyone's bottom-line it can be beneficial to those willing to become resourceful and do what it takes to secure long-term client relationships.  Below are some tips on growing your recruiting business during hard times:

1.    Get creative.  When a recession hits, many companies become price conscious and value driven. While it may be unwise to discount your prices with clients without carefully weighing the advantages and disadvantages, offering different service levels to fit different budgets could be beneficial.

2.    Don't take chances with sub par candidates--ever.  Carefully vet all candidates before sending them on client interviews. Try to match your client's "candidate wish list" as closely as possible, even if you think some of the requirements are unnecessary for the job.  Sending candidates who don't match the "wish list" to client interview with a client could kill any chances of developing a long-term business relationship.

3.    Specialize in your areas of strength.  Some recruiters who want to expand their business branch off into areas where they have little or no experience.  This could be a mistake. Working in areas that are outside of your areas of expertise could damage your reputation if you fail to deliver on your promises.  On the other hand, if you want to branch off into unknown territory, consider partnering with another recruiter who has the required skills and knowledge.

Many law school graduates searching for legal jobs are considering work outside of the legal field that may help them gain the experience they need.  There are many experiences and skills attained in a non-legal job that can be transferred to the law firm environment.  Let's take a look at some of those essential skills and which jobs may help you hone them.

1.    Well, first off, a law school graduate generally has already developed his/her analytical reasoning and argumentation skills along with the ability to comprehend large amounts of complex information. So finding non-legal work that utilizes and strengthens these abilities may be wise. Researcher, legal reporter/journalist or consultant may be good picks.

2.    The ability to persuade others with the written and spoken word could be valuable to a any law firm; but especially those focused on litigation. Sales and marketing jobs would definitely sharpen these skills and offer valuable hands-on experience with using persuasion effectively.

3.    Extensive ties to a community or the ability to network.  Having connections to (or the ability to forge connections with) influencers or powerbrokers can become a valuable bargaining chip when looking for work at a law firm.  Working with a company that allows or requires you to develop relationships in the community would help you develop a network of people that could be valuable to a law firm looking for inroads into a particular market. Think about working with a grassroots non-profit or community based organization to get experience networking in the community.

Many attorneys considering alternative careers who have years of experience, are often considered "older" workers.  According to a recent government report nearly 2 million job seekers are over 50 years old and often have a tougher time finding work than their younger counterparts. If you're an older attorney looking for work in an alternative career here are some tips that may help you overcome age prejudice:

1.    Don't try to hide your age.  There have been a few suggestions out there that older job candidates should look young and "hip" at any cost, including covering their gray and even getting Botox injections. This may be a mistake and a distraction from doing the things that will actually effectively combat age prejudice. Instead of trying to look young, try to appear professional, approachable and up-to-date with the latest happenings in that field when interviewing with potential employers. Which takes us to our next tip…

2.    Get up-to-date on current technology and industry happenings.  Oftentimes employers fear that older job candidates lack the current technological skills and knowledge required for the job.  One way to demonstrate that you're tech savvy is to register with some of the social networking sites such has LinkedIn and/or to create a professional web page that serves as your digital resume.  To prove that you're in the know about all the most recent developments in industry of your choice you may want to start a blog talking about industry news and events. Of course, let your potential employer know about the blog.

3.    Don't try to hide your experience, emphasize it.  Many older job candidates make the mistake of attempting to hide their many years of experience by rearranging their resume or leaving out important work experience.  Instead of hiding lengthy work experience older candidates should emphasize relevant work experience while highlighting the fact that they are current on recent developments in the industry.

There's a group of Detroit area law school students putting their law skills to good use by touring the country in a Winnebago/law office and helping low-income veterans obtain disability and pension benefits.  Read the story here: www.LAW.com

Many of these students are 2nd and 3rd year law students receiving hands-on experience which is rare if interning at very large law firms.  They have the opportunity to research claims, meet with clients, consult with them and decide if the case is worth referring to one of the pro bono attorneys. It's volunteer work like this that can enrich a law student's life, help a client and offer valuable experience for a resume.

One of the law student volunteers commented:

"It's helping individuals that nine times out of 10 are in need of assistance," Dillon said. "Being able to communicate with the client is probably one of the greatest benefits of participating with this clinic."

Some other benefits of volunteering often include:

•    Mentorship with experienced attorneys
•    Direct client contact
•    Greater work responsibilities
•    More fulfilling work

If you want to find volunteer opportunities for your area, begin your search by contacting LegalAid offices in your community.

Source Article Found HERE

Job seekers who want to make their resumes easily accessible for recruiters and employers should have a print resume for mailing or interviews, a text resume for emailing to recruiters/employers and a search engine friendly resume that can be found online.  How do you create an effective search engine friendly resume?

1.    You need a website. You can use a free website or purchase your own domain very cheaply.   You won't need to spend a lot of money and there's no need to learn html because most web hosts offer free, easy to use web templates.

2.    You need to create a resume that is designed to show up in search engine results when a recruiter or employer searches for candidates.  The first step to doing this is researching relevant keywords related to your field.  Mores specifically, what keywords will recruiters and employers use when searching for resumes online? If you’re a litigation attorney, an employer or recruiter may search for the phrases "litigation attorney" or "personal injury defense" if they're searching for attorneys with that expertise.  If you're a litigation attorney who specializes in defending plaintiffs in person injury cases, using those relevant keywords would increase the likelihood of your resume being found online.  

3.    Avoid using unusual terms or job titles that were specific to a former employer.  If your former job had an unusual job title, use relevant keywords to describe your former job. For example, "Operational Specialist" might be described as "In-house litigation attorney offering personal injury defense."  

4.    When you create your search engine friendly resume also use relevant keywords in the body of your resume to increase keyword density.  For example, "As an litigator, I have over 5 years experience in personal injury defense."

5.    Include links in you resume that will send the recruiter/employer to examples of your work or at least give them a view of your former employer's website.  Links serve to increase your online resume's  search engine rank.

Most recruiters realize the some of the most desirable candidates are those who are highly qualified but not actively searching for work.  Leopard Solutions offers the best search engine for finding passive candidates offering recruiters up-to-date information on candidate's professional lives. But once you find your passive candidate using Leopard Solutions how do discover more personal things about them (their hobbies, interests, the text of an article they wrote etc.) so that you can add that personal touch to your cold call?  Google may offer one solution. Google allows advance searches that can provide specific and highly relevant search results using the candidate's name and other relevant information.  Let's take a look at how it works:

Step 1: Go to www.google.com and you can also click on the "advanced search" link.  

Step 2: To find an exact phrase enter the phrase with (") quotation marks.  For example: "Laura Leopard"  This technique will only produce web pages with the exact phrase you entered.

Step 3:  Choose phrases or words to exclude. To exclude a word or phrase include the minus (-) sign directly in front of the word that you want to exclude preceded by a space.  For example: (Laura Leopard  -travel) will tell the search engine to find pages with the word "bankruptcy attorney" and not the word "travel."

Step 4: If you like, search within a specific website by writing your search term proceeded by the word "site," a colon and the name of the website.  For example: (Laura Leopard site:leopardsolutions.com).

To find out more about Google search engine tips and tricks visit http://www.google.com/support/websearch/bin/answer.py?hl=en&answer=136861.

NOTE: This week's webinar will be on how to search for potential candidates using Google, LinkedIn and Facebook.  Wednesday, 4:00 EDT.  Details to join will be on User Home Page and in your Update Email. 

Many job seekers would probably say that the job search is a numbers game.  In some respects that's true; but a job search is also a game of building valuable relationships that payoff over time.  That's why properly positioning yourself with the right recruiter is an important job search strategy.  Let's take a look at how job seekers can increase the odds of being chosen by the best recruiters:

1.    Search for recruiters who are a good match for your work experience, skills and goals.  For example, if you're a bankruptcy attorney, it may not be wise to seek out recruiters who specialize in litigation.

2.    Build a relationship with the recruiter before you need the job.  This advice may be a little late for most people reading this, so in that case build a relationship with the recruiter while you're searching for a job.  Offer "value" to the recruiter such as sending him/her valuable referrals or information.  When you add "value" to a recruiter it increases the chances that you'll remain at the top of his/her list when a position does become available.

3.    Update and improve your job skills and experience to increase your marketability and inform the recruiter as you make these changes.  

4.    Stay in touch with the recruiter; but don't inundate the recruiter with phone calls and emails asking if they have any open positions. Be patient and follow-up with the recruiter occasionally while you work on other aspects of your job search.

Recruiters are often prepared for business disasters such as late payments, loss clients and job candidates who don't quite pain out.  But many recruiters have failed to consider how they would operate their business during a natural disaster or other emergency that could potentially affect their business.  Here are some things you should consider when preparing your business for emergencies and disasters:

1.    How will your business continue to operate during and after the emergency?  You may want to consider creating alternative work processes that allow you to continue operating under various conditions.  Reduced labor, reduced communications or the inability to travel can all affect your ability to do business. Prepare for these potential problems in advance.

2.    Make copies of all of your important documents such as customer data, payroll records, tax and accounting records.  You may want to create an electronic copy as well as a paper copy that is kept offsite in a secure location.

3.    Create a post-emergency communications strategy that will allow you to connect with clients to let them know you are still operating.

Visit http://www.sba.gov/services/disasterassistance/disasterpreparedness/index.html to get more information about how to prepare your business for emergencies and disasters.

You've tweaked your resume and cover letter for the judicial clerkship position, now it's time to add the other three essential components to your application.

1.    The writing sample.  As we mentioned in our previous blog, the cover letter is your first writing sample that judges will see; but with the official writing sample, candidates will need to illustrate their legal analysis ability.  When choosing a writing sample make sure that it highlights your ability to evaluate and analyze a factual and legal situation, research applicable law and reach a logical conclusion.  A writing sample could be a law review article, a moot court brief, a memorandum or a paper written for a law school class. The writing sample should be 5 - 10 pages long and include a cover page with your name, address and a brief explanation of why the writing sample was originally created.

2.    Your law school transcript. Although some judges will accept an unofficial transcript, it may be worth the effort to send an official transcript.

3.    Your letters of recommendation. You judicial clerkship application should include 3 to 4 letters of recommendation.  The letters should be from law school faculty and/or legal employers who can comment on your research skills, writing and intellectual abilities. Make sure that you choose these individuals carefully and provide a current resume and a note explaining the judicial clerkship requirements, so they can reference it while writing the letter of recommendation. Once you have chosen the individuals to write your letter of recommendations, provide them with an envelope and ask them place the completed letter of recommendation in the envelope, seal it and sign the seal. You can include these sealed letters with your application.

One of the most empowering things about the recruiter's day is that prioritizing the events and activities that fill that day are completely up to the recruiter.  That can also be a downside when accomplishing the most important things often gets sidetracked by constant interruptions, fires to put out and distractions that pop out of nowhere.  Here are a few time management tricks that can help the recruiter get a handle on the time (and task) beast.

1.    Separate your day's activities into two time categories: Billable activities and non-billable activities.  Billable activities are the activities that directly impact your bottom-line.  For example, meeting with clients, hiring quality job candidates or making offers would all be considered billable activities. Non-billable activities would be entering candidate information into a database or doing paperwork.

2.    Apply the 80/20 rule.  Spend the majority of your time (80%) engaging in billable activities and use the remaining 20% engaged in non-billable activities.

3.    Do your biggest and most important daily tasks first.  Filling up your day with small and insignificant activities can be wasteful and frustrating.

4.    Batch similar activities.  For example, instead of reviewing resumes two or three times a day set aside a few hours (or minutes) to review resumes then move on to the next "batched" projects.

5.    Turn down "communications" noise. There's no need to check email or voicemail every hour or even every two hours.  Constantly checking email/voicemail is a huge time waster.  Check your email and voicemail once or twice a day to save yourself lots of time.

In the recruiting business it is absolutely essential that recruiters keep a fresh supply of job candidates on hand.  Waiting until you have an immediate, pressing need to look for candidates is a huge mistake. Here's why…
1.    If you wait until you have an immediate need to find job candidates you could find yourself rushed through the recruiting process.  Rushing may cause the best candidates to slip through the cracks or even worse, allow the bad candidates to reach your clients.
2.    Finding and vetting job candidates before you need them allows you to anticipate client needs and identify qualified candidates in advance. This gives you an edge over your competition.
3.    Maintaining a fresh supply of job candidates allows a recruiter to quickly deliver quality job candidates to their clients.  Many clients are in a rush to fill their positions, which can create an environment where waiting one week seems like an eternity.  Don't make clients wait if you can avoid it.
Remember, if you are interviewing candidates and don't have an immediate job opening make sure you let the candidate this important fact.  

Referrals have the power to increase your access to quality candidates.  That's why most recruiters have implemented some type of referral program.  But is your referral program really working?  Or does it have one foot in the grave?  Here are some tips that may help take your existing referral program to the next level:

•    Create a referral component that requires the person making the referral to state why they are referring this particular person. For example, if you use a referral postcard, add a line that says "I'm referring this candidate because…."  This will cut down on the number of casual referrals you receive.

•    Create a semi-public record of referrals you receive so that employees/candidates can keep track of the progress of their referral.  For example, you may want to create a website where referrals can be tracked as they go through the screening process. This will get employees/candidates involved in the referral process and act as motivation for sending in more "qualified" referrals.

•    Offer "exciting" rewards that may be valued more than cash.  For example, you may want to offer gift certificates for a spa or weekend stay at a luxury hotel.

As you aim to improve your referral plan, make sure that you request referrals on an ongoing basis, even during slow times.

Attorneys who want to enjoy broader experiences, pick up new skills and increase their possibility of promotion may want to use a lateral move to meet their goals. Lateral moves offer a myriad of possibilities and opportunities for attorneys willing to seize them.  Let's take a look at some of the benefits of a lateral move.

1.    Future promotion possibilities. Often lateral moves do not involve an increase in pay but may offer more responsibility and an opportunity to gain new experience and job skills.  This can be used to help an attorney shore up their skills and experience in preparation for future advancement.

2.    Access To New Contacts.  A lateral move can offer attorneys an opportunity to expand their network of contacts. Using the new contacts and added experience, the attorney may be able to use these resources to meet their professional goals.

3.    Opportunity for professional development.  Many times a lateral move may offer free training, workshops or other professional development opportunities. Outside of that, an attorney can expand their professional knowledge with any new skills/knowledge gained in the new position.

When considering a lateral move, take into consideration all of your long-term career goals.  Ask yourself: Does this lateral move bring me closer to my goals?

One of the most important aspects of writing a cover letter for a judicial clerkship is that the cover letter should be very specific. If the cover letter is written it such a way that it could be sent to any judge then it is not specific enough.  Let's take a look at some tips on writing a cover letter for a judicial clerk position.

1.    Cover letters should never exceed one page in length.

2.    Cover letters should indicate specifically the hiring cycle the applicant is interested in, the month and year the applicant can begin working and when the applicant is available to interview.

3.    Cover letters should also include very specific examples of academic success that will highlight the applicant's ability to write and research.

4.    Applicants should express why they are interested in this particular judge, court, geographic area and area of law.

5.    When addressing the judge in the address area of your cover letter (and on the envelope) place "The Honorable" before their name.

6.    When addressing judge's who preside over any court with the word "Supreme" in its name, you should address them as "Justice" instead of "Judge." For example: Dear Justice Williams.

7.    Always close your letter with "Respectfully" instead of "Sincerely."

A final word on being specific in your cover letter: 

When discussing your accomplishments make sure you express as precisely as possible what the problem was that you solved, how you solved it and how the solution benefited your supervisor/professor/company etc.  Also, try to avoid talking about how the clerkship will benefit you as the applicant and focus on how your presence will benefit the judge and his court.

When a client requests a recruiter to find the "perfect candidate" for their open position, most of the time they have no idea about what makes that "perfect candidate" so…perfect.  To increase your chances of delivering high quality candidates that are appropriate for your client's needs, help them define what a quality employee means to them.  Basically, you need to help the client identify the skills, competencies and characteristics of what they would consider a "top" performer in that particular position.  You may also want to look at what characteristics would make a candidate inappropriate for the position.

As you and your client begin to construct the "perfect candidate's" profile, you may want to start with things that both "good" and "bad" candidates may have, such as:

•    Years of experience
•    Education level
•    Awards and accolades received

These things can be common in all candidates regardless of their appropriateness for the job.  That's not to say a candidate's years of work experience is of no consequence, it is; but it is also just a beginning and may tell you very little about the quality of someone's work.  After identifying these base characteristics, help the client identify other characteristics such as personality, outlook and work ethic that they value in a candidate.

For example, is a client looking for someone who can and will work on multiple projects at the same time or do they want someone who can focus on one thing for an extended period of time without getting bored?  Are they looking for a born leader, or someone who doesn't mind being a part of a team while someone else takes the lead? And while you're at it, have your client consider what types of measurable outputs are involved in the position.  Do they expect a candidate to complete a certain number of cases per month/quarter?  If so, they may look for a candidate who works quickly.

In the long-run, working with your client to create a realistic and specific "perfect candidate" profile will make your job as a recruiter easier and will result in a more satisfied client.

You've got 200 resumes on your desk, clients on the phone and an inbox filled with all sorts of business issues that need to be addressed, and you only have two hours to do everything. In that type of high pressure work environment, what recruiter can be blamed for lacking in the area of…courtesy.  But courtesy is an essential element to long-term success in this business, or any business that depends on creating long-term relationships. Here are a few essential courtesies that each recruiter must practice if they want to create long-lasting relationships and a good reputation with candidates and clients:

1.    Always respond to every candidate who inquiries about employment.  It can be tempting to ignore inexperienced candidates or candidates who aren't appropriate for your current client needs but you could be passing up a great relationship.  Create a system that responds to all client inquiries while requiring minimal effort on your part.

2.    Don't leave candidates in the dark. If a candidate took out the time to send you a resume, cover letter or even met with you or a client, don't leave them wondering what happened with the job.  Keep all clients up-to-date on the status of jobs for which they applied/interviewed.

3.    Be honest and open about the candidate's current marketability.  If you know that there are few positions available for a candidate with certain skills and experience, let them know.  You should also advise them on what they can do to increase their current marketability.

Remember, being courteous to all candidates can pay off in the long-term.  Even if a candidate is not the right match for your clients today, they may prove an invaluable resource for referrals, contacts or may become the perfect candidate in the future

Many attorneys, both seasoned and new are considering alternative careers where they can translate their legal skills, education and experience into jobs that are more in line with their new goals or interests.   For those considering taking the plunge, here are some common careers attorneys transition into once they've exited law:

1.    Academia.  Many attorneys teach or work in administration at universities and colleges. It an attorney is passionate about learning, many academic settings are perfect for those who want to conduct in-depth research on specific subjects.

2.    Government. Entrance into politics or participation in policy making is also common for "retired" attorneys of any age.  Attorneys passionate about making a direct impact may consider getting involved with framing legislation as a representative of their city or state.

3.    Business.  Many ex-attorneys become entrepreneurs, starting everything from restaurants to more "one-man shop" type businesses such as consulting for other small-business owners.  If an attorney enjoys hands-on work that changes everyday, starting a business may be their niche.

4.    Journalism.  Using their knack for sniffing out the facts, many attorneys turn their research and writing skills into journalism careers.  Some even become editors or work for the publishing industry using their legal knowledge as leverage to secure positions in this competitive field.

To find out more about alternatives to legal careers, contact a career coach or recruiter who specializes in working with attorneys who want to switch careers.

When submitting your candidate package for consideration as a judicial clerk, you will need to create a resume that will help you stand out.  Sending the "standard" resume you use to find work at a law firm won't be enough for the judicial clerk position.  Follow these resume tips when applying for the judicial clerk position:

1.    Use a conservative resume style, utilizing easy to read fonts such as Times New Roman or Courier and avoiding graphics, such as tables and columns. The resume should not exceed two pages and candidates should use 1 inch margins, for the top, bottom, left and right.

2.    List your most recent education and work experience first while emphasizing work that illustrates your research and writing skills. For example, if you wrote a law review note that was been selected for publication or if you conducted important research, you may want to highlight this on your resume. Don't forget to mention how your work added value to your supervisor/company.

3.    When creating your resume make sure that you use active language and detailed descriptions. For example instead of simply saying, "Wrote law review note," the candidate might say "I wrote 3 law review notes that were selected for publication in XYZ publication."  

 For addtional information on Judicial Clerkship applications, see here:

How Can Law School Graduates Apply For Judicial Clerkships?

With a high number of attorneys searching for work, recruiters are finding that they have a fresh supply of resumes hitting their desks and inboxes almost daily.  But are they the candidates in the highest demand?  Even with certain sectors experiencing layoffs, there are other sectors such as bankruptcy and employment law that can't seem to get the candidates they need.  Recruiters sourcing for growing sectors need to make sure that they have a fresh supply of qualified job candidates on hand.  Depending on the resumes flowing onto your desk or waiting to the last minute to source passive candidates with skills that are in high demand is a huge mistake. Here's why…
1.    Many of the active candidates sending resumes may not be appropriate for the current needs of the marketplace.  Depending on active candidates only, could cause a recruiter to miss out on the most qualified passive candidates or even worse send inappropriate candidates to clients.
2.    Finding and vetting passive job candidates with skills and experience that is in high demand before you need them allows you to respond quickly to client needs. This gives you an edge over your competition.
Remember, finding the best passive job candidates with skills and experience that is in high demand requires diligent and ongoing recruiting efforts.  Cold calling and active networking are the best tools to use to find these passive candidates.

Many attorneys find themselves with a law career that has become like a high-speed train to "nowhere" or at least not the place they originally envisioned.  If they don't take control soon enough, they often find themselves 10 or 20 years later on a career path that leads to a path of unhappiness.  That's why many life coaches for attorneys work closely with clients to help them re-envision their career path and maybe even envision a new career.  

What exactly is a life coach?  A life coach is someone who works with a client as a sounding board or motivator.  They also help those who want to make a change in their life; but are unsure about what direction they want to take and/or how they can make a change. 

What are some the services a life coach provide?

Help attorneys attain career, personal and/or financial goals.
Helping attorneys who want to change careers make a smooth transition.
Help attorneys achieve work/life balance in their current career.
Help attorneys develop the skills and social capital to move their career to the next level.
Help attorneys develop powerful negotiating skills necessary for professional success.

Who would most likely benefit from a life coach?

•    Attorneys who are finding it difficult to attain both personal and career goals
•    Attorneys who have discovered that the actual practice of law is not what they originally envisioned during law school
•    Attorneys who currently are not experiencing the level of meaningful work they would like to experience
•    Attorneys who are considering a career change
•    Attorneys who would like to take their career to the "next level"
•    Attorneys who want to create a healthy work/life balance.

To find out more about life coaches visit http://www.international-coaching-council.com/ or http://www.coachfederation.org/.

When considering re-entry into the workforce after an extended period of unemployment, job candidates will need to address the employment gap with potential employers. A gap in employment history can occur for several reasons, parenting, illness, career change or even a sluggish economy.  But what you don't want to do is go into too much detail while explaining an employment gap, but at the same you need to give a satisfactory explanation. Here are a few tips for addressing significant gaps in work history:

1.    Address an extended work history gap in your cover letter. The explanation should be short (one to two sentences) and non-dramatic.  Don't go into lengthy detail about an illness, divorce or a frustrating job search.

2.    Focus on activities you engaged in while unemployed.  Did you volunteer, freelance, consult or take classes?  Make sure you mention this in your cover letter.  For example, you may say, "For the past two years, I've continued my German language studies and did pro bono work for the indigent."

3.    Take the time to research resume formats that can deemphasize the work history gap while highlighting your skills and experience.

4.    Be prepared to address the work history gap again during the interview.  You can go into detail in the interview but not about anything negative, such as an illness or difficult job search.  Instead, focus on how you expanded your experience and/or skills while unemployed.

Are you currently experiencing an extended period of unemployment? If so, get busy now doing things that will improve your marketability as an employee. Volunteer, take a class and engage in other activities that will help improve your chances of finding your next job.