After goodness knows how many applications, FINALLY, you have heard back from a company who wants to talk with you! There is hope after all! Welcome to what is often step one of the interview process: the phone screen.

Remember, each company may handle their interview process just a little differently. Regardless, some version of a phone screen is the starting point. A phone screen can be anywhere from the basic 30-minute voice-only call where they make sure you can speak coherently and understand what you applied for all the way up to a full-blown deep dive into your resume. Typically, you'll be speaking with a recruiter, not the hiring manager, at this point in the process.

​In this article, we'll talk about the more basic initial phone screen, how to prepare, and typical questions asked.

In many cases, a recruiter will reach out to you directly to schedule a phone screen through email. Many companies are using a scheduling program (like Calendly) so you can select a time that works for you. If this is the case, I would suggest taking a slot as soon as you can get in and comfortably complete the interview. For me, that would be the next day if possible. 

In other cases, you may receive a phone call from a recruiter that invites a callback. In these cases, they may be asking to schedule a phone interview with you, or they may just launch right into the phone screen while they have you on a call. Personally, I'll usually do my interview preparation before making that initial phone call back to the recruiter just in case they want to do it right then and there. 

Don't let the supposed informality of a phone call fool you. This is for reals an interview. You need to be ready to make a good impression and answer key questions. Here are the phone screen interview questions that you for sure need to be prepared to answer. Keep these in mind as you research the role, the company, and your interviewer. (We'll talk more about answering these questions well in a bit.)

​Here are the most common questions I have experienced on a phone screen:
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• Is this still a good time for us to talk?
• Tell me about yourself.
• Why are you looking for a new job?
• Why are you interested in this role?
• What do you know about our company?
• ​What is your desired salary?
• What questions do you have for me?

Given that you may have applied for many, many jobs since the one for which you are interviewing, it's important to refamiliarize yourself with this role. Make sure that when you speak to your interviewer, you are positioning yourself as a strong candidate who is able to do (and wants to do) this specific job.

• Review the job description. Remind yourself of what you applied for, the title, and what they indicated were the desired qualifications.
• Get out your Googles: Look up any acronyms you aren't sure of, and make sure you can speak to the skills they say they need. Be ready to speak in the terms they use in the job description and relate your experience to that particular job.
• Skim your resume. If you customize your resume for each role, it's good to reacquaint yourself with how you described your skills in this specific resume. This review will also help you use the points you included in your resume as a basis for the stories you'll tell to illustrate your skills. 

Now that you remember what the role is about, take time to learn more about the company. Remember, you're learning information to help you present yourself well, answer questions about the company and what they do, and even know about current initiatives and news about the organization. 
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• Check out the company on LinkedIn. Note the industry they are in, what their products and services are, their size, headquarters location, and their recent posts. If you haven't done so already, follow their company page.
• Visit the company’s website. Take a look at their mission, vision, and values. See what press releases are on their site and any awards they may have received. Look at their marketing materials. Review information on their leaders. Consider signing up for their newsletter. 
• View your interviewer's LinkedIn profile. Do this the day before or the day of your interview. Note the schools they attended, where they currently live, their work history, and any posts they may have made. This is a great way to find out what you and your interviewer might have in common so you can have a more robust conversation. Note any LinkedIn connections you have in common. Consider following your interviewer on LinkedIn. 
• Reach out to connections. If you know anyone who is a current or recent employee, ask them and ask about their first-hand experience.  

Now, back to those questions and strategies for answering each one.

Is this still a good time for us to talk?
         
          Ideally, the answer is yes. This is a courtesy question recruiters often ask. 

Tell me about yourself.

This is your opportunity to tell the recruiter a quick summary of your professional history and the unique knowledge, skills, and attitudes you bring to this role.

• Bad answer: Not much to tell.
• Another bad answer: My name is Julie. I'm 42 years old, happily married, have 4-year-old twins, love riding horses, and volunteer weekly at my synagogue.
  (Note: Julie's life is in no way bad. Julie's answer is bad because it does not focus on professional skills, the ability to do the job, and why the employer should hire her. Taking this approach misses a HUGE opportunity to set the tone for the interview and put your best foot forward. Instead, Julie shares a whole bunch of information that is not directly applicable to her ability to do the job--much of which an employer cannot legally ask her about due to laws regarding possible discrimination.)
• Good answer: I'm Julie, and I have ten years of experience in social media specialist roles with small community organizations. I'm excited about this role because I can use my knowledge of content marketing and event promotion with a larger company that does larger conferences and road shows. I'm looking forward to finding out how my skill set could help me make a strong contribution in this senior media specialist role.

Why are you looking for a new job?

Companies are interested in why you want to make a change. They may also be leery if they perceive that you have made many changes within a short time. They may be wondering if how they are promoting the position is working. They may just want to see if you trash your previous/current employer or are respectful. Again, be truthful, stay positive, and keep it short.

• Bad answer: My last company was a financial nightmare and I got fired.
• Another bad answer: My current job is stupid and I hate my boss. ​
• Good answer: I'm looking for a role with additional growth opportunities.
• Another good answer: My position was eliminated due to a company-wide reduction in force.
• Yet another good answer: My previous position ended, so I'm looking for a new challenge.

Why are you interested in this role?

Companies often want to make sure you actually want the available position, not just any old job. Speaking about why you want to work in this particular role is a way to show you are being intentional about your next career move. This question also allows you to talk about who you are, what you know about the role, and the skills you bring.

• Bad answer: Which job is this again?
• Another bad answer: I need a job. You have an opening. Isn't that enough?
• Yet another bad answer: My current job is stupid and I hate my boss. ​
• Good answer: My recent work experience is as a marketing coordinator with a large pharmaceutical company. I have extensive experience creating and executing marketing campaigns aligned with product launches. I'm interested in this role because it involves those duties and additional areas where I have expertise. I am excited to grow in this new role. 
• Another good answer: My work experience is as a technical project manager. Enrique Ortiz is a former coworker of mine, and he suggested I apply because it aligns with the work I enjoy. Enrique also can't say enough good things about your company.  

What do you know about our company?

Each company has its own personality. This question shows that you, as a job candidate, are a good fit for the organization and that you've taken the time to learn a little more. 

• Bad answer: Which job is this again?
• Another bad answer: Not a thing.
• Good answer: XYZ Loans is a mortgage company focusing on VA and FHA loans. I see you recently rolled out a new veteran appreciation program and hired a new VP of Veteran Relations and that you just received an award for your charity work with DAV.
• Another good answer: I know ABC Manufacturing just acquired CBA Manufacturing. This makes you the second-largest company making and selling plastic cups in the Midwest. I also know that my friend and former coworker, Alice Johnson, really enjoys being a part of the Women in Manufacturing group you started three years ago.

What is your desired salary?

While having salary ranges in job descriptions is becoming more common, it is not included in all job descriptions. Often, this question comes up very early in the process. You need to have a sense of your desired range and what is a typical range for the type of role for which you are interviewing. 

• Bad answer: I have no idea.
• Good answer: What is the salary range for this position? (and following that up with a conversation about where your desired range fits in with that range.)
• Another good answer: My general salary range is [low end of your range] to [high end of your range]. I'd like to revisit this topic as I learn more about the position, including bonus and benefits. 

What questions do you have for me?

This is your opportunity to ask questions. Given that you have a job description and not much else about this role at this point, take time to think about questions to ask. There are also countless lists online of possible questions to ask. Google them and see which ones seem right for you. Remember, too, that some of these questions might be more appropriate for the hiring manager than the recruiter. (If you continue in the hiring process, you'll meet with the hiring manager soon.)

• Bad answer: Nope.
• Good answers: 
  • ​Is this a new position? Or a replacement role?
  • What does success look like for this role?
  • What are the first projects this role would tackle?
  • What are the next steps in the hiring process?
  • When can I expect to hear back from you?
  • What is your performance review process like? 

By Brenda L. Peterson, The Layoff Lady

In a previous article, we discussed the value of knowing what you want, what you don’t want, and what would be okay. As your job search continues, you may adjust what you want as your job search progresses.

​Here is how your job wants and needs may change over time:

• In months 1-2 of your job search, you may be stringent about the characteristics of the job you will accept. You may be set on getting your dream title, at your dream salary, with your dream benefits, and working 100% remote.
  
  
• In months 3-4 of your job search, you may ease your requirements based on the responses you’ve been getting from employers. At that point, you may be open to a really good title, or even an okay title, okay benefits, and even an okay or acceptable salary. However, 100% remote may be non-negotiable for you.
  
  
• During months 4-6, when you know the end date for your unemployment payments is drawing near, you may stumble across a job with a more junior title but with a really good salary really good benefits that is hybrid with only occasional onsite work needed. This might be the right combination for you.
  
  
• After 6 months, you may be in a position where you need to start earning income since your unemployment payments are over. Now, you may be most concerned about a really good salary, be okay with no benefits (because maybe you’re on another household member’s plan), and take a 100% remote contract gig with a solid hourly wage. 

Conversely, you may be committed to find a job that very closely aligns with your target job. The good news is that you get to decide what role is right for you, and what will make you happy longer term. The bad news is that it may take you longer if you have very specific requirements and less flexibility. In this case, make sure that you think through options for interim income so you are able to support yourself as you find a role that meets your requirements. 

By Brenda L. Peterson, The Layoff Lady

Most of us work so we can pay for our lives. When you are job searching, it’s important to determine your target salary range to make your job search more effective. 

​​Having this information will help you prioritize which jobs to apply for and help you have those early salary conversations. Let’s look at a few strategies for answering the question, “What are your salary requirements?”

First, ensure you’ve done the requisite amount of soul-searching to determine what you want to be next in your career. Have a list of what you want to do, possible job titles, relevant skills, core responsibilities, daily activities, focus areas, types of companies, and industries. Having these details on your desired job will help as you start to do salary research. 

Now that you understand your target job and what that looks like, think about what you value in a job. 

For example, some may prioritize having a specific job title, receiving tuition reimbursement money to earn their next credential, and opportunities for a promotion within the company. Another person may prioritize having interesting work while also having schedule flexibility, the ability to work remotely most days, and low health insurance premiums. Still another person may prioritize alongside colleagues in an office, having the opportunity to mentor new employees, and finding a job they can keep for the next 20 years. Think about what is the most important to you.

​In addition, think about what you value in an employer.  Working for a non-profit, government entity, start-up, family business, or Fortune 500 company will have salary, benefit, job security, and total compensation-related implications.

Overall, think about what matters to you, and be aware of the salaries that align with your overall job preferences.

When considering your salary requirements, I suggest using a range instead of one specific number. Let’s look at strategies for determining your target salary range. 

​Here are numbers you might have in mind that could impact your range:

• What you need to make to pay your core monthly bills
• The absolute minimum salary you are willing to accept
• What you need, based on your budget, savings plan, and financial goals
• The minimum salary you would happily accept
• What you’ve made previously
• What colleagues make
• What you’ve seen listed in current job postings
• What you think you are worth
• What would you like to make
• What you’d be really excited about 
• Your dream salary

I suggest the salary range you share with potential employers includes the lower number that is the minum salary you would happily accept and the maximum number is what you'd be really excited about. 

Knowing what companies are paying for what you do should also factor in to your target salary range. Here are a few strategies for finding out more:

Take these steps to find out what open positions are paying:
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1. Search for your target job title and details in a major city in a state with pay transparency laws. I often search for San Francisco, CA or Denver, CO. 
2. Find positions that most closely match your target job and details.
3. Make a note ofthe minimum and maximum salary range numbers, and any descriptors the company has on what qualifications would push a candidate towards the upper end of the salary range.
4. As needed, use a Cost of Living calculator to adjust the minum and maximum numbers for each role. Make a note of these numbers. 
5. Repeat this process a few times to identify trends. 

Many websites have salary information. Two that come highly recommended by recruiters are Salary.com and Payscale.com. In fact, Salary.com has a Know Your Worth calculator where you can add details like your job title, location, education level, and years of experience and see the impact each factor has on your potential market value. 

Find out from other job searchers, recruiters, and hiring managers what salaries companies are paying for specific roles. You can also inquire with professional development organizations to see if there are industry or job-specific studies available that include salary-related information. 

Here are a few factors that might make this process challenging:

• Salaries vary by industry, geographic region, job title, and individual company.
• Not all companies (even those that are legally required to do so) always publish salary information on job postings.
• During the application or interview process, companies may ask you for your salary requiements before you know their target salary range.
• Some companies adjust salaries by geographical area for the same role, while others do not.
• Titles are not used consistently across organizations. Titles may have varying responsibilities as well as salary levels.
• Company benefits can range from few and expensive to plentiful and low-cost. Benefit costs can impact your take home pay significantly.
• Not all interesting jobs will pay what you want them to pay.
• Some companies will pay sinificantly lower or higher than the salary information you find. 
• Not all companies, even with your target job title, will have salary ranges that align with yours. 

By Brenda L. Peterson, The Layoff Lady

When you're looking for work, it's important to know what salary range you have in mind. As you are initially searching for jobs, a key factor in deciding which jobs to pursue and which to pass on will be what you will earn.

​If you are looking at contract positions, the salary you will receive is the same as your base salary. Usually, you are paid a set amount for each hour worked with no additional benefits. Consequently, contract positions often have a higher hourly rate knowing that each contractor will have to cover their health insurance and other additional benefits that may be included in other job offers. 

However, If you are in a benefits-eligible role, you will receive additional value above and beyond your base salary rate. Let's consider what factors may be included in your total compensation package. 

First, let’s look at a high-level, generalized overview of the money you may receive:
​

• Base salary: Money you will earn for showing up and meeting basic employer expectations for your job. This is typically paid on a bi-weekly or bi-monthly basis. This is usually what recruiters are asking for when they inquire about your "salary requirements."
• Bonus:  Additional money you may (or may not) receive based on the performance of you individually, your team, and/or the organization as a whole. Bonus payment depends on the organization and may be paid quarterly, annually, or on another schedule.
• Commission: Additional money you may earn, typically based on what and how much you sell. Commissions are often a percentage of what you have sold. ​Bonus payment depends on the organization and may be paid monthly, quarterly, or on another schedule.
• Signing Bonus: Additional money you may receive for agreeing to work for a given company outside of your agreed-upon salary. This is usually a one-time payment paid out as an incentive to accept a job offer.

​​In addition to receiving money in the form of a check or payment payable to you, you may also receive money earmarked for a specific purpose. 

• Retirement Account Contribution: Your employer may give you a matching contribution as a percentage of what you contribute to your retirement account (usually a company-sponsored 401(k) or 403(b) plan). Alternatively, you may receive a retirement contribution before you put any money in. This money is typically deposited into your retirement account and invested alongside your other retirement account money. 
• A Post-Retirement Pension Payment: Upon retirement (and based upon requirements and guidelines set up by the employer), you may be promised a series of payments. The details of that pension will be set up on an employer-by-employer basis. (Pensions are not as common.)
• Health Savings Account (HSA) Contribution: If your insurance is a High Deductible Health Plan (HDHP), your employer may contribute money to your Health Savings Account. This may be a one-time contribution given right away when you start your job, a monthly amount, or money awarded at another interval. This account is specifically designated to be used for qualifying healthcare expenses.
• Tuition Reimbursement or Educational Assistance: If you want to pursue a college degree, some organizations may assist with that cost. Depending on the organization, they could pay the cost upfront or reimburse you after you successfully complete a course.
• Professional Development: Some organizations will pay for memberships in professional organizations, certifications, or additional job-specific training. Depending on the organization, they could pay the cost upfront or reimburse you after you successfully complete a course.
• Offsetting Specific Costs: You may receive a payment or stipend to offset your costs for various expenses. Here are a few examples: gym membership, home office setup, internet access, cell phone access, uniforms, passport, mileage, lunch, parking, travel, rent, and student loan payments. 

In the United States, many people obtain different types of insurance through their employers. Employers often pay administration costs of the plan and help cover some of the costs.
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• Health Insurance: Employers may offer one or more health insurance plan options and usually cover administrative costs and part of the monthly premiums. Costs will vary widely. When reviewing benefit premium costs for recent jobs, I saw health insurance rates for my family of three range from $255.00 per month to $1,249.30 per month for the least expensive High Deductible Healthcare Plan options they had. 
• Dental Insurance: Employers may offer one or more dental insurance plan options, usually covering administrative costs. They may cover a portion of the monthly premiums as well.
• Life Insurance: Employers may pay for a life insurance plan. The coverage may be a set amount, like $50,000, or a multiple of the employee’s salary. 
• Long-Term Disability: Employers may offer disability insurance plans and usually cover administrative costs. They may also cover some or all of the monthly premiums as well.
• Employee Assistance Program (EAP): Usually employers include EAP access to give their employees access to counseling services as needed, referrals, basic budgeting help, and basic legal assistance as needed.
• Flexible Spending Account Access: On a related note, employers may pay administrative fees so employees can use flexible spending accounts for healthcare, dependent care, or transportation. These are typically employee-funded accounts. 

Many employers offer the option for employees to purchase additional benefits. These can include vision insurance, short-term disability, long-term disability, enhanced disability coverage, supplemental life insurance, spouse life insurance, child life insurance, accident insurance, condition-specific health insurance, a legal protection plan, or orthodontic benefits. 

Companies may also offer a variety of perks. These can include items you can purchase for a lower cost or resources you can take advantage of that you might otherwise pay for elsewhere. These could include an onsite gym, onsite daycare, free parking, entertainment discounts, stamps, bus passes, use of the company van, cell phone plan discounts, or reduced entry fees for area attractions.

​Perks can also be anything that makes work easier, more engaging, or more pleasant. These could include shift bidding, flexible work arrangements, remote work, work-from-home days, summer hours, four-day workweeks, onsite flu shots, overtime opportunities, or company events. 

Employers also often pay you for specific hours when you do not work. Here are a few standard categorizations for different types of paid time off: paid time off (PTO), sick time, vacation time, paid holidays, floating holidays, volunteer time, bereavement leave, jury duty pay, or military leave.
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Instead of having a specific number of paid days available for sick or vacation time, some companies have unlimited time off policies. In most cases, instead of earning and then choosing to use paid time off, you work with your manager whenever you want to take off. In general, as long as you are performing your job to an acceptable level, you can take time off.   

Remember, when a recruiter asks about your salary range, there is a lot more going on than just your base salary. Overall, I suggest giving a salary range instead of a set number to account for possible differences in company-offered benefits. 

By Brenda L. Peterson, The Layoff Lady

One challenge during my most recent job search has been the newly added focus on work location. Specifically, the following labels have become more standard on job listings: onsite, hybrid, and remote.

While there are, indeed, many remote jobs available, I discovered first-hand that companies and job search sites are not necessarily aligned on what remote, hybrid, and onsite work arrangements mean. Let's dig a little deeper.

Overall, a "remote" job could mean one or more of the following are true:
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• The candidate lives in the United States and can work from anywhere.
• The candidate lives in the United States and must work from their home.
• The candidate lives within a specific list of states where the potential employer is set up to conduct business.
• The candidate lives within a specific time zone.
• The candidate is willing to work hours in a specified time zone.
• The candidate lives within a specified distance from one of the company's physical office locations.
• The candidate lives in the metropolitan area of the company's headquarters.
• The company is "remote first" with no physical office location.
• The company is "remote-friendly," meaning there may be the option to work in an office location, a designated shared space, or fully remote.
• The company is "open to remote" and may consider a candidate who does not work in their office location.

Regardless of the label, jobs may work differently in practice. Here are a few of the many possible scenarios:

• A company may label a job as remote, then later in the job description mention preferences for being onsite.
• A company may label a job as hybrid when it could more accurately be described as remote with some travel to the corporate office.
• A company may label a job as onsite or hybrid, and in the body of the job description, explain that they are also open to remote.
• A company may label a job hybrid, expecting people to be onsite (in the office) anywhere from never to 4 days per week. 
• A company may have an unstated preference for the location of employees.
• A company may not be clear about their ongoing thoughts on having workers return to the office or the timeline for that change.
• Many companies label roles as remote but do not clarify additional details about arrangements (which states, preferences for specific geographical locations).
• Companies may decide on a case by case basis where they prefer employees to be located or if they will be remote, hybrid, or onsite.
• Any of these designations may also include travel. 

As a job seeker, knowing that companies may vary on how they list details in their job descriptions, here are a few strategies for navigating job listings:

• Review posted job openings for additional details on work arrangements. For remote roles, read the main job description and skim the listing for additional location restrictions (time zones, states, and proximity to a physical office).
• If you're on a job search site, find the job listing on the company's website. Sometimes they will include additional details on the specific states where they are able to hire and/or want to hire for a given position. 
• If you’re not sure if a company can do business in your state, use LinkedIn to search for employees at that company who currently live in your state. This would indicate that the company is legally able to hire someone in your state.
• Connect with and speak with someone at the organization and ask for additional clarification on work arrangements and remote work policies.
• If it’s unclear, reach out to a company recruiter to clarify details (or, if time is of the essence, apply first, then ask questions later).

There are also a few other implications of remote work to keep in mind:
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• Salary ranges will be all over the board for the same role. For example, a title like "Training Manager" could have a salary of anywhere from $50,000 - $225,000 per year, depending on the location of the company's corporate office. 
• In addition, some companies adjust their salary ranges based on the candidate's geographic area, while others do not. 
• Even with pay transparency laws in some states, not all jobs list the salary range--even when they are now required to do so. 

Given these variations on how salaries work for remote roles, be sure to think through your financial requirements and how you will address questions about your desired salary:

• Identify your desired salary range overall. Use this range as a starting point for all conversations.
• Review posted salary ranges for the role. Make sure they at least meet your minimum salary.
• During the interview process, when a recruiter or hiring manager asks you for your desired salary range, answer that question with the question, “what is the salary range for this position?” This assures that you’re not selling yourself short.

By Brenda L. Peterson, The Layoff Lady

When your “day job" ends, many things in your financial life change. For one, what is for many people their primary source of income, ends. This often prompts a quick shift to a short-term survival mindset that will last from the layoff event until the first paycheck from that new job arrives. 

After you think about your overall survival budget goals and managing expenses, think about your sources of income during your career transition.

Disclaimer: (You know there has to be one of these now that we're talking about topics like personal finances and health insurance.)

While I know quite a bit based on my previous work experience supporting financial coaches, my own research, and my personal life experiences, I do not currently hold a license or certification to give financial advice. Therefore, the information provided here is educational information provided as guidance.

​I hope you can glean value from my lessons learned. Feel free to take my recommendations or not—but whatever you do, double-check my facts (and everyone's facts, for that matter). This is your life, and you will care more about your finances and health care than anyone else. With that, read on. 

When you’re gainfully employed, usually a couple of times per month, you receive your paycheck. Your taxes are deducted according to what you set up.  You also typically have deductions for health care costs, company-sponsored insurance benefits (life insurance, disability insurance), and company-sponsored savings (Flexible Spending Accounts, Healthcare Savings Accounts, retirement contributions). Once that company no longer employs you, your income changes significantly.

While you won’t have the income from your job on a go-forward basis, you may have one or more of these types of money coming from that employer after your position ends.

​You will receive a payment for any hours worked for which you still need to be paid. Typically, this check will not include deductions for health insurance or any other benefits since you no longer participate in those programs. In addition, taxes will be withheld from this payment.

Depending on multiple factors, you may be paid for any PTO you had accrued but had not yet taken. For example, if the company you worked for had “Unlimited” paid time off, you will not receive any vacation payout since there was no tie between accruing and taking time off.

In addition, some companies have written into their company policies that they do not pay out vacation time after an employee no longer works there. However, some states require vacation payouts from previous employers. (I know this because Nebraska, my current state of residence, is one of those states.) Know that getting a payout is not guaranteed, but this is definitely something you should investigate to see if you are eligible.

A severance package may be a component of your layoff. Severance could include a lump sum, continuation of insurance for a period of time, and/or support services to help you transition to a new position outside of that organization. In many cases, companies do not have to provide any sort of severance. If they offer severance, it is often to help minimize the likelihood of former employees taking legal action after a layoff. It is also a way that companies help their employees financially during that difficult transition time. 
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If you do receive a severance payment, the amount can vary wildly. It could be between a fat lot of nothing, to the equivalent of a paycheck, to 1-2 weeks of pay for each year you were with the organization, to a larger check equaling months of income. It depends on the organization, their financial position, how they want to be perceived by the media during the layoff, or any other factors. If you receive a severance payment, realize that it may be less money than you anticipated because of withholding taxes.

If you are offered a severance package, realize you must sign something before receiving a payment, benefits, or any other services promised. Once you sign, any thoughts you might have about legal action regarding your employment with the organization are pretty much over. Read the agreement given to you, consider having a lawyer look it over, and ask for clarifications (and any revisions) before signing it. After that, there is typically a waiting period before you receive that money. This is big-time adulting here, so enlist help as needed. 

While your regularly scheduled income from your previous employer ends, in most cases, with a layoff, you will be eligible for unemployment insurance (UI) benefits. In short, apply for UI benefits. Remember--this is money that you paid into your state government while you were working. There is no shame in collecting unemployment because it is literally your money that you paid in and get to use for this purpose. 

Here are a few key details about UI payments:
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• each state handles Unemployment Insurance (UI) benefits.
• You can only collect UI benefits from one state at any given time.
• The amount of your UI benefits payment varies by state and factors in your previous income while working.
• You may be able to decide whether or not to set up deductions from your UI benefits payment. However, come tax time, unemployment income is taxable.
• You complete an online application for UI benefits to determine eligibility and payment amount.
• Payments are issued weekly.
• You apply for each payment weekly, usually online or via phone.
• There is typically a waiting period before you will receive your first payment.
• Payments typically last for as long as 26 weeks, with some variation by state.
• You stop being eligible to receive unemployment payments until you are past your maximum benefit period or have a new job, whichever comes first.
• Doing paid work while receiving UI benefits may impact the amount of one or more payments.

​You may also be eligible for job search support services and even programs to help you upgrade your skills. In many states, you must complete outlined “reemployment activities” to stay eligible to receive unemployment payments. For example, some states may require you to apply for a given number of jobs each week, or attend classes, or confirm you did not turn down a suitable job offer.

Also know that if you will be receiving a severance payment, it will impact when you are eligible to start receiving unemployment payments. When you apply for unemployment, you will be asked to specify any payments you still expect to receive from your previous employer. Typically, if you are receiving severance that is intended to cover a set period of time, you will also not be eligible for unemployment payments during that time. Personally, I had periods when I was in a career transition where I never received an unemployment payment because I started a new job before the number of weeks specified for my severance ran out. Again, if you’re unsure on details, make that phone call to ask for clarification.    

Depending on your situation, you may need to find interim work while looking for a more permanent role. For example, if the amount you receive from UI benefits needs to be increased to pay your core bills, you may need to take a job to make ends meet. This could be anything from contract work in your chosen field (that may pay pretty close to your previous full-time job) to a supplemental job that you do for a little extra income. If you have a partner, it may be a case where they take on additional paid work or help more with expenses while you are in career transition. 

There are multiple ways to pay for your life, varying from good to decidedly bad ideas. You could do anything from using your savings, to selling unused items, to using credit cards, to acquiring additional debt, to using your home equity, to taking money out of your HSA account (and paying taxes on what you removed), to starting a Go Fund Me page, to donating plasma, or even tapping into retirement accounts (and paying a steep penalty). Be sure to consider the short and long-term implications of any of those decisions before choosing your course of action.