Hiring opportunities exist, but it's not the unemployed that employers are looking at first - it's their own employees. Professionals, managers, and executives are finding that the doors are open if they want to move up - internally, that is. Working with my career counseling clients - those who are employed and seeking promotions, as well as laid-off workers - I have noticed a significant increase in hiring activity during the last few months; this is a positive sign of economic recovery.

Internal opportunities are allowing people to move into new departments and win promotions to higher levels in some of the country's largest companies. The best opportunities seem to be for middle-to-upper-level employees. And that's good news for employees over 40, as their own employers are acknowledging their value and considering moving them to better jobs.

Dan, a 56-year-old financial analyst, called for emergency interview coaching after he'd completed four internal promotion interviews without landing any of the positions. His new boss was a nightmare to work for and he wanted out fast. Dan quickly realized his interview skills needed improvement. We worked on answering questions, I shared my hiring strategy, we developed his 60-second sell and we role-played on how to communicate more clearly. After our work, he reported: "In my next interview, I had dramatically improved and I GOT the job!"

It seems most internal employees know they need some professional coaching and a dynamite resume to help them move up. Gail had a twenty-year career in healthcare and pharmaceutical sales, but she was eyeing a move into district sales management. She called me for help, saying, "My business unit's HR manager told me that I need a better resume." She followed up on the recommendation after reading my new book, Over 40 & You're Hired, as her old resume was generic, listing only job descriptions. We created a new resume that outlined her accomplishments. We added a summary of qualifications statement that quickly conveyed her proven track record of talent and success...and it did the trick. She landed interviews in several different business units and she turned down two jobs before she secured her dream position.

Working in large organizations, neither Gail nor Dan knew the hiring manager. My advice to clients seeking promotions is:

• Investigate what is open. Use your networking skills to collect information on the job duties to determine if this is a position you'd like to do. Next, talk to HR, old colleagues, and friends of friends to get the inside scoop on what the hiring manager is looking for. Networking is a key tool here, as it can provide the necessary details to focus your resume and communicate your value to the potential boss. Network to meet new managers and improve your visibility in new departments. (For more specific direction, check out: Networking Strategies for Career Success.)

• Your resume needs to be top notch. First, take the resume assessment quiz to see how your resume stacks up. The new hiring manager likely does NOT know you. He or she will review resumes and applications, but unless your resume is outstanding, you won't get an interview. A generic resume that just lists job descriptions won't cut it. Invest time in outlining your past accomplishments and strengths, and clearly show that you have initiative, get results and always work to your potential.

• Know how to effectively sell yourself! Your interview skills may be rusty - OK, but polish them up to succeed. The hiring manager wants to get to know you. You must communicate your personal brand, especially for mid-level jobs and above. The manager will often ask tough, situational questions, and will quickly pass you by if you aren't great at highlighting your strengths and your ability to achieve results. Being able to convince the manager often requires advance preparation and work samples, so come prepared. (For more help, listen to or read 60 Seconds & You're Hired before your interview.)

After the hiring manager has exhausted all internal candidates, he or she will begin to explore external talent. That means the months ahead should bring more job listings for well-prepared unemployed job candidates as well - and that's great news for everyone.

Copyright 2010 Robin Ryan. All rights reserved.