I recently caught up with online job search expert and entrepreneur, Chris Russell, to learn more about a new site he has launched called Green Job Spider. If you are interested in learning more about green jobs, you will definitely want to take a look at Russell’s site. Here’s what he had to say about his new initiative.

What’s a green job? Any job that creates, supports, maintains or regulates recycling, energy efficiency or renewable energy products & services.

What is Green Job Spider? Green Job Spider is a job search engine, not a job board. Think of us as the ‘google for green jobs’. We crawl other green job sites and green employers such as solar, wind and bio-fuel firms, index their jobs and make them available on our search engine. When you do a search and see a job of interest, the link will take you to that job board or career page.

How did you come up with the idea of Green Job Spider? I run many job boards and saw the green job market as a great new opportunity. But there were already lots of green job boards online…more than 50 of them scattered across the web. I realized job seekers are having a hard time finding and applying to this fast growing job market. Green Job Spider will enable them to search for these jobs using one interface. The site will also help green candidates learn about the types of green jobs and where they are through its blog and other resources.

What are the benefits of your site over other aggregate job boards? Our job search engine is one of the first of its kind to focus exclusively on a specific niche. Most of the current job search sites focus on all types of jobs but Green Job Spider will offer a more targeted experience for those who want a green job. Its crawler will search for jobs from solar to wind to biofuels. Job listings will be indexed nightly and all sources of green jobs will be hand picked to ensure quality. Its main benefits are making your green job search more efficient and educating people about what green jobs are and how to get them.

Do you have any tips for getting the most out of the site? Sign up for email alerts, create a free profile on our community pages and listen to our podcasts to keep up with the green job market.

You may not agree with Steven Slater‘s dramatic exit (both literally and figuratively) from his position as flight attendant for JetBlue; cursing out a rude passenger, announcing his departure, and then leaving the plane by pulling the emergency chute…but you probably can relate. Who among us hasn’t fantasized about telling a boss or a customer off, quitting our job, and making a quick getaway? Hollywood knows this and continues to pump out movies that play to this fantasy. Think of all the movies with memorable “I quit” scenes.  Here is my favorite. But don’t try this at home kids; keep the fantasy a fantasy and try to find a less dramatic way to quit…in the real world, the short-term satisfaction is rarely worth the potential for long-term career damage.

The September issue of Oprah Magazine features four women at various stages of their careers: the stay at home mom returning to work, the single mom laid off from her position and seeking a new challenge, the recent college graduate looking for her big break, and the boomer trying to make a career transition later in life.

I was fortunate to work with these women along with colleagues Louise Fletcher and Nancy Collamer to help them create a strategic job search plan. While each one has a different end goal, the course they need to take is in many ways the same. Here are some of the top tips shared with the women.

1. Ask for information rather than a job. When you ask someone if they know if anyone is hiring there is a simple yes/no response (usually no) which leaves the conversation at a standstill. Instead of asking about job openings, ask your contacts if they would be willing to talk to you to share information…about an industry, a company, a recruiter or whatever else will help get you one step closer to the ultimate hiring manager. Asking for a jobs can make the other person feel uncomfortable; asking for information can be flattering.
2. Get on LinkedIn. With 60M+ users LinkedIn has become a “must have” resource for recruiters searching for top talent. If you aren’t on LinkedIn, recruiters may come to the conclusion that you are not current, not serious, or not good enough at what you do to be in the running for their openings.
3. Be on-message. Prepare a succinct, compelling pith about what you are looking for and why you are qualified. Keep this message consistent in your resume, your online profiles, and your conversations.
4. Reach out to companies directly. Do you dream of working for Google, Starbucks, JPMorgan Chase, or the Red Cross? If so, let the employer know that. More and more companies are filling positions through employee referrals and social networking and many never even post their open positions. Become an insider by reaching out to companies and expressing your interest before they have a job opening. If you can become top of mind with them, you increase the likelihood of being considered, should a position become available, or better still of having a position created for you based on the outstanding value the employer thinks you could bring to the organization.

After several weeks of job search preparation, (and some fabulous hair, makeup, and wardrobe makeovers courtesy of Oprah Magazine’s creative team), the women are out working their contacts, setting up networking meetings and interviews, forwarding resumes, and working with recruiters.

You can read more about each woman’s transformation by picking up the September issue (sorry, no link currently available) on newstands now.

My colleague over on the AOL Jobs and Careers Channel, Lisa Johnson Mandell,  just wrote a post about the ten toughest and easiest cities to find a job in. St. Louis, Detroit, and Miami top the list for worst cities for finding employment and Washington, D.C, San Jose, and New York are at the top of the list of best cities for finding employment. CNNMoney.com recently ranked the top ten cities to live in and cities with low unemployment rates were the ones that made it to the top including Eden Prairie, MN, Columbia/Ellicot City, MD, and Newton, MA.

In the past year I’ve noticed that many more of my clients are flexible about the geography of a particular position. They are either willing to commute longer distances or relocate for the right position. But I’ve also noticed that geography is becoming less of an issue for employers as the world of work becomes a flatter place and more work can be done remotely.

If you found your dream job in another state would you relocate or explore the possibility of working remotely? If you could consider one of these options, think of how quickly your potential company targets would expand. Maybe it’s time we stop thinking so much about location and start thinking about the value we could add to an employer regardless of geography. This may not be feasible for every position right now, but thinking differently about how we work is the first step towards change

Close to 20 years ago I created a pilot for a work at home program for operations positions for a large financial services firm. This was considered cutting-edge at the time.  Remember, this was before the Internet and before we had anywhere near the capabilities we have today for monitoring productivity and performance. The pilot was put in place to retain a group of high performers who were considering leaving the company because of work/life balance concerns. The company made the program work, despite the obstacles because they recognized that these employees were too valuable to lose. Could you prove to an employer that you are too valuable not to have?

Think of how much the world of work has evolved in the past 20 years.  Jet Blue’s entire reservations staff works from home. Who would have imagined that such a thing would be possible 20 years ago?  Is it really that unrealistic to live in St. Louis but work for a company in Newton, MA? Maybe not.

I was recently interviewed by CBS news about unpaid internships. There was a time when the only people who sought out unpaid internships were students who wanted to gain valuable work experience and were willing to forgo a salary to get it. But in today’s economy, more and more adults with long career histories are considering taking an unpaid internship as a way to get a foot in the door, transition into a new industry, learn a new job function, keep their resumes current, or update their skills.

But several states are concerned that in the current economy many companies are offering unpaid internships that are violating minimum wage laws. As a result, the Labor Department is more diligently investigating these practices and fining companies accordingly.

Many employment and labor attorneys believe that the number of unpaid internships are growing due to the lack of available paid opportunities and the fact that companies are stretched thin and unpaid interns are seen as a way to increase staff and productivity without increasing expenses.

But legal experts warn that these practices could be illegal. The Department of of Labor looks at six criteria to determine if the internship is in compliance with wage and hour rules. The requirements are:

1. The training, even though it includes actual operation of the facilities of the employer is similar to what would be given in a vocational school or academic educational institution.
2. The training is for the benefit of the trainees.
3. The trainees do not displace regular employees, but work under their close observation.
4. The employer that provides the training derives no immediate advantage from the activities of the trainees, and on occasion, the employer’s operations may actually be impeded.
5. The trainees are not necessarily entitled to a job at the conclusion of the training period.
6. The employer and the trainees understand that the trainees are not entitled to wages for the time spent in training.

Yet despite these criteria, not all companies seem to be aware of them. Employers who make a good faith effort to allow interns to work for free could end up owing them back pay.

In other cases, employers may be aware of the federal rules, but choose to ignore them. Many legal experts claim unpaid internships are widespread in the fields of fashion, publishing, journalism, law firms, and public relations firms. The bottom line is that if you are considering taking an unpaid internship, proceed with caution and know your rights.

According to the most recent report released by the Bureau of Labor Statistics, more employees left their jobs voluntarily in March (1.9M) than were laid off (1.8M). You may be wondering why so many are quitting their jobs in what is still a volatile economy, but the reality is that people quit their jobs despite economic indicators for a variety of reasons. Here are some of the reasons employees tell me they quit their jobs or are seriously considering resigning.

1. They were underemployed.

Some people took their jobs in 2008 when the market soured and they compromised to earn a paycheck. They continued searching for other positions and now their hard work has paid off and they have found another position.

2. They were stretched to their limit.

Once heavy layoffs occurred at companies, many were forced to do more with less. Working in an environment that lacks the appropriate resources to get the job done is bound to take its toll. Many employers have not adequately engaged their employees or rewarded them with non-monetary incentives during the lean years — and as a result, some are now losing their star players.

3. Opportunity knocked.

Many kept in touch with recruiters, built a strong network, or regularly checked leads on job boards. And some found offers they couldn’t refuse.For others, there was a ripple effect; when other employees left their jobs for any of the voluntary reasons on this list, it opened up an opportunity for someone else to come in and take their place.

4. They couldn’t stand their boss.

For some, the stress of managing the relationship outweighed the stress of a job search and some felt it was better to quit than potentially be fired and risk a bad reference due to a deteriorating relationship.

5. The job stress was killing them.

Some developed health issues that were exacerbated by the job, and they determined that the only way to redeem their health was to resign from the position and take care of their physical issues.

6. They were bored to tears.

Many came to the realization that they weren’t learning anything new on the job and their chances for upward mobility were limited. Rather than waste away slowly, they made the decision to act on their concerns and re-channel their energy into finding a new, more rewarding position.

7. The company was struggling.

Some saw the writing on the wall and saw signs that even though they had a job today, they may not have one tomorrow. Getting out while they could still collect on whatever benefits and perks they were entitled to seemed like a better plan than waiting until the company had nothing to give them.

8. They were offered a voluntary package.

Frequently when employers know they may be facing a downsizing in the near future, they offer employees an enticing compensation package to voluntarily resign. Voluntary packages generally come with some sort of financial guarantee, which tend to diminish with each new round of offers. Employees who choose to wait out the employer’s rough patch can end up with nothing. Many would rather take the money and run than wait and see where the chips will land.

9. Their life changed.

People also leave jobs to start a family, take care of aging parents, travel around the world, relocate, or make a career change. Responsibilities to others or listening to an inner calling often fuel resignations.

10. They started their own business.

It can be scary to start your own business in a turbulent economy. But some were motivated to do so due to dissatisfaction in their jobs or because they were ready to turn a personal passion into a new career and business.

If you are unemployed or dissatisfied in your current position, you too may benefit from the surge of vacancies left by others who voluntarily resign. A job that is not a good match for another person may be the perfect match for you.

This month’s Career Collective topic is How to Heat Up Your Job Search. As we approach the hot days of summer, my clients sometimes tell me they plan to put their job search on hold during the summer months because they think that everyone is out of town and no one is hiring during this season.

Actually, the summer months can be the best time to step up your search campaign because so many applicants believe this misperception of the market. Consider the following:

Fewer people in town could mean more opportunity.

Savvy job seekers know that the more visible they are, the greater the chances of meeting the person that can connect them with a viable job opportunity. This concept may be even more important when you are searching during the summer months. Some job seekers make the mistake of taking a break from their search during the summer months because they assume that no one is in the hiring mode. The reality is that summer networking may be more productive. Decision makers’ schedules are not as tight and they may be more generous with their time. By establishing relationships with the key players now, you are more likely to be remembered when the hiring picks up.

People do more entertaining during the summer months.

Memorial Day weekend is synonymous with firing up the grill, taking the tarp off the pool, and planning informal gatherings. These venues are excellent opportunities to reconnect with old friends and hook up with new contacts. There is always a chance to share information about what you do at these events.

Networking options increase in the warm summer months.

With the warm weather comes the opportunity to network in places that you can’t network in the colder months. One such place is the golf course. Golf continues to be one of the most effective places for referrals and new business. If you have children, consider spending time with them in the playground. Parks are filled with people who have connections to others. Parents tend to gravitate to certain playgrounds on a regular basis so you have a chance to establish and grow the relationship over several visits. Bring along toys that encourage cooperative play including balls, Frisbees, and jump ropes and you’ll have an audience of eager kids and adults in no time.

Family obligations may be reduced during summer.

If you have older children, your family obligations might be reduced during the summer months. Children typically aren’t juggling as many activities and their time away from you may be extended if they are in a day or sleep away camp program. This could be the perfect time to participate in some early morning or after hours meetings and activities that are difficult to commit to during the school year.

Establishing relationships in the summer time is an excellent way to make inroads with decision makers who may be hiring in the fall. Hiring managers may be more accessible, more relaxed, and just in a better frame of mind during the summer months.

You can read the advice of my colleagues here.

Turn Off The Computer, Tune Into What’s Happening, & Heat Up the Job Search, @chandlee

Heating up the Job Search-How to Stay Motivated During the Summer, @erinkennedycprw

Light the Fire Under Your Feet, @careersherpa

Cool Job Seekers Heat Up Their Search in the Summer, @barbarasafani

Some assembly required, @DawnBugni

Summertime, Sluggish Economy Provide Strong Motivation for an Updated Resume, @KatCareerGal

9 Ways to Heat Up Your Job Search This Summer, @heatherhuhman

Getting Out From Under Chronic, @WorkWithIllness

Upping Your Job Search Flame; Be ‘Needed, Not Needy,‘ @ValueIntoWords

Is Your Career Trapped in the Matrix? @WalterAkana

Put some sizzle in your job hunt – how to find a job now, @keppie_careers

Summertime – and the Job Search Ain’t Easy, @KCCareerCoach

Heating up your job search. 5 ways to dismiss those winter blues, @GayleHoward

Hot Tips for a Summer Job Search, @MartinBuckland @EliteResumes

Heat Up Your Job Search: Avoid Job Boards, @JobHuntOrg

When hiring managers read resumes, one of the first things they look at is dates of employment. If they see multiple short employment stints, they will often assume that you are a job hopper, question your ability to stay at one company for long, and move on to the next candidate.

Often people’s choppy employment record may be caused by several factors beyond their control; but unless the story behind your job changes is made clear on the resume, you risk being passed over for someone who can offer the perception of a more stable work chronology. Here are some of the circumstances that make job seekers look like job hoppers and what you can do about it.

Serial layoffs. It happens. You may be a loyal employee, but perhaps you have been the victim of serial layoffs and as a result, your resume depicts movement every year or two. Rather than just putting your dates of employment on the resume and letting hiring managers come to their own conclusions as to why you left, tell them why right on the resume. Add a brief explanation following the dates of employment — such as “company downsized,” “company relocated,” or “company went out of business.” This way, the employer has the facts and isn’t left to guess why you are no longer with the company.

Temporary assignments. If you have spent the past few years working on consulting or temporary assignments, your chronology may be questionable to your reader. Instead of listing each temporary assignment and company with their corresponding employment dates, create one category for temporary assignments with the total length of time you have been working in this capacity. Then give an overview of the companies you have supported and highlight some of the main accomplishments that encompass all of your temporary experience.

Rapid promotions. Frequently I see resumes where the person has been at the same company for 10-plus years, and they re-list the company name and new job title and dates each time they are promoted. To the reader who is quickly scanning the document, this may cause confusion; he may think these were positions at different companies. Just because it is obvious to you, don’t assume it is obvious to the reader who may be trying to get through hundreds of resumes. List the company name once and place the full dates of employment to the far right. Underneath that list each job title with the employment dates immediately following. By placing full dates of employment and dates of specific company positions in different sections, you increase the chances that the reader will understand that these changes were the result of promotions at the same company and not job changes.

Company mergers. Have you worked for a company that was bought by another company and then bought by another in less than five years? When you list all three company names individually with the dates you worked for each company, it can look like you voluntarily went to work for each of these companies during that short time frame. A better strategy is to list the current name of the company and in parenthesis write “formerly company XYZ” and follow that with the full dates of employment from the time you started at the first company before any acquisitions occurred.

The bottom line is this: Employers don’t read resumes. They scan them very quickly, and it’s easy to have your information misinterpreted if you do not make things crystal clear for your reader. Obviously there is more of a story to tell behind your employment experience and the reasons why you changed jobs. But in order to be able to tell that story to a hiring manager, you need to make sure that your resume provides enough of a positive hook that they decide to call you in for an interview.

I’m sitting in my office crying. I’m crying because I just read an article in the recent issue of  New York Magazine about a student who plunged to his death by jumping out of an 11th floor window at his school 16 months ago. This is not the first time I’ve heard this story. The student attended the same school as my son. The student was distressed over a test he had taken that morning. He cheated on the test because he felt pressure to do well and he got caught. It looks like this student felt like there was no other way out.

I’m crying because I’ve been following the stories of the recent Foxconn suicides and reading the comments from  co-workers who seem to understand why these workers killed themselves, saying “life is meaningless.” They discuss the 12-hour work days, harsh treatment of employees,  and horrific working conditions at the factory. These workers feel like there is no way out.

I’m crying because my daughter, who is the same age that the student mentioned above was, came home from her school today distressed after doing poorly on a calculus test. She spent an hour feeling like these test results controlled her future; where she would go to college and what she would be able to achieve in life. And for an hour, she felt like there was no way out.

Certainly the stories of the student, the Foxconn workers, and my daughter are different, but at their core they are similar. They all deal with the pressure to perform and a feeling of a lack of control. And even though my daughter has gotten over her disappointment and has moved on to other things, it makes me wonder when the next poor grade will crush her spirit. It makes me wonder how she will respond to the pressures to perform in the workplace or the fear of  losing a job.

In addition, it makes me think about what the pressure of work will look like in the future, how employees will be judged, and how much control employees will feel they have over their work situation. More employees may be able to work virtually and control their hours, but advancements in technology will make it easier to monitor an employee’s every move.

Will the future workplace offer employees more power and control or less? Will employees be more productive, happier, and less stressed out or more? Will we still be reading about workplace suicides? What do you think is the future of work?

As a kid growing up in the 70s, a lot of the pop culture I embraced revolved around famous people who were married and worked together. I watched Sonny & Cher, sang the number one hit song by Captain & Tennille incessantly, watched every I Love Lucy re-run I could sandwich in between homework, and wowed at the husband and wife team of Bela and Marta Karolyi as I watched Nadia Comaneci score those perfect tens.

I didn’t realize it, but these couples were not just icons to me; they were powerful career brands. At the time, Desi needed Lucy, Sonny needed Cher, and I’m pretty sure Captain wouldn’t have lasted long without Tennille. I started noticing that politicians and their wives seemed to also always be linked in the media and even though the presidents were the most talked about on television or in the news, there was always footage of them with their wives campaigning for them or supporting a cause and they were truly part of the presidential brand.

So when I heard the news about Al and Tipper Gore splitting up after 40 years of marriage, it reminded me of their career brand and how Tipper’s activism influenced the Al Gore brand and vice-versa. It’s hard to think of one without the other. But just like Lucy and Desi and Sonny and Cher split and went on to establish their own independent career brands, I suppose in time Al and Tipper will do the same. Oh well; at least Captain and Tennille (and Bela and Marta’s) love are still keeping them and their career brands together.

What do you think about husbands and wives as business partners? Is it marital bliss or relationship suicide?