There are many myths about career-related issues that tend to manifest as misplaced concerns when folks are on the job market. On the Newark-to-Houston leg of a recent flight to Brazil, I was sitting next to someone who was flying to Texas to interview for a marketing job with a small firm. He was hoping to land the role but was worried about working for a small company.

We chatted. His underlying concern was how this small company will "look" on his résumé. This concern is a common one based on a myth that is fully perpetuated by those who are applying old rules to a new employment reality. The root of my Newark-to-Houston armrest-mate’s concern is that one’s past employers’ big names are clear indicators of professional worth.

I appreciate the many career-related questions that are sent to me via email at paula@paulacaligiuri.com. I cannot answer all of them, but I will do my best to write blog posts to address the themes.

One question that I routinely do not answer (OK, dodge) is the “overqualified” question.

I am of the mindset that worrying about being overqualified in this current job market is a bit like worrying that you are too wealthy to retire. In this employment reality, marketable, world-class skills rule. A real issue is whether "overqualified" is a code word for either "too expensive" or some form of age discrimination. Those are real.

Each case is different, very different. Let's consider the question from Jenny:

Dear Paula,

On Friday at 8:30 AM, the Bureau of Labor Statistics (BLS) released the U.S. jobs report for the month of May. Unemployment is high (9.7%) and private sector job growth is weak. On the same day, stocks fell to their 4-month low, with concerns that high unemployment forecasts lower consumer spending. From Wall Street’s perspective, this makes sense. Main Street, however, might have a different interpretation.

The good news (and there is good news) is the positive direction of the trend line. The trajectory of jobs (lost or created) since January 2009 is heading in the right direction.

Looking deeper than the top-level trend line, however, my optimism is tempered with realism. Consider these:

There are 3 people in the USA with my husband’s name. If you roll the three versions of George together you have the image of a philanthropic café owning chiropractor who is a bass player in a sludge-metal-punk rock band. Interesting image - but only partially accurate.

In a world where Google is a verb and 45% of firms admit to using social media sites to screen prospective employees, you need to know how your professional brand is shaped by those who share your name. Your unexpected namesakes may be giving you an alter ego in cyberspace, one that might be damaging your professional reputation.

Do you know how many people share your name? Click the HowManyofMe website to learn how many Americans share your name.

The first week of April is the week when many of those who have applied to college will receive their admission letters. How exciting! Do you remember receiving those letters in the mail?

The application part of the college experience hasn’t changed: getting good high school grades and SAT scores, acquiring letters of recommendation, preparing applications and essays, applying to safe schools, stretch schools, and the like. With the exception of the use of technology, this is identical to the experience generations before have had. In fact, the college experience, for the most part, hasn’t changed much (again, with the exception of new technology) – registration, course requirements, exams, parties, Spring Break, professors, and tuition bills.

I don’t like spinning, whirling, and twirling amusement park rides. My problems with these rides are twofold: (1) the signals controlling my equilibrium are not coordinated and (2) I like to be in control. When talking about their careers, a lot of people today look like I would if I just stepped off the Scrambler or the Cyclone -- and with good reason; the past decade has given us a wild employment ride and have left many seeking greater control over their careers.

Video resumes aren’t new – people in the performing and visual arts have been using them for years. Their videos are work samples – demonstrating what they can do -- and what they’ll be like as performers. Now, video resumes are being used by people seeking a much wider range of jobs.

Whether you’re a manager or a musician, your video is still a work sample. Unlike a paper resume, you are now opening yourself to being judged on your communication and presentation skills – and also your energy level, enthusiasm, and personality.