Adage blog: Career transition, job search and ageing workforce

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2012-05-22T10:06:00.000+10:00

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An adage for 2009: let go and grow

2009-01-22T12:28:00.001+11:00

With a swag of awards on the shelf, high praise from government ministers and a string of successful candidate and employer matches, Adage.com.au – Australia’s leading mature age job board - has done what it set out to do; advance labour force participation of mature workers and improve the recruitment experience for employers and candidates.

The Adage journey began in 2006 providing a partnership platform for progressive companies such as AMP, Westpac, St George, ipac, Tactics Consulting, The Salvation Army and 2Discover to pioneer the recruitment of mature workers.

To date over half a million people have visited www.adage.com.au, 820 employers have sought mature candidates, over 9000 candidates have registered and 120 articles featuring Adage were published in mainstream and specialist media.

The work of Adage has been lauded by government ministers such as the Hon Dr Sharman Stone (former Minister for Workforce Participation) and the Hon Justine Elliot (Minister for Ageing) who wrote:
“Your company is an outstanding example of how promoting diversity in the workplace can provide great benefits to both employers and employees. The employment of mature age workers also demonstrates clearly that older Australians continue to make a significant contribution to the workplace and to their communities.”

In 2007 Adage’s work as advocates for mature age employment was recognised with an Award for Excellence in Business Mentoring at the 2007 NSW Seniors Week. In the same year, Adage instigated the Adage Top 20 as a way of acknowledging age positive employers across Australia. In November 2008, Adage won a joint award for Employment and Inclusion of Mature Workers at the National Diversity@Work awards presented by Bob Geldof.

"In tough economic times, the case for Adage is even more pertinent; a cost effective means of sourcing a qualified, experienced candidate who is likely to stay longer, show resilience and invest their expertise in your company. Anyone who’s worked through previous economic downturns would be a great asset to any business. " says Adage director Alison Monroe.

Adage is currently managed by three savvy women with diverse business interests. Having pioneered Australia's largest commercial job board for experienced, mature workers they now believe it is time to pass the baton to someone who can take Adage to the next level.

Adage wins a Diversity Award

2008-11-14T12:34:00.006+11:00

We won! We won! Adage has won an award for Employment and Inclusion of Mature Workers last night at the Diversity@Work awards held in Melbourne. In the presence of luminaries such as Sir Bob Geldof (pictured below with Alison Monroe from Adage) and Rev Tim Costello (pictured right with Alison Monroe and Catriona Byrne from Adage), we were reminded why diversity 'just makes sense'. In fact, in these tough economic times, there is even more imperative to employ the nous and efficiency that experienced, mature employees bring to your workplace. For more about Bob Geldof, check the Sunrise weekend program.

Bob Geldof - diversity champion or grumpy old man?

2008-11-11T11:14:00.010+11:00

Sooooo excited this week. Adage is a finalist in the Diversity@Work awards for Employment and Inclusion of Mature Age Workers. And Bob Geldof is giving the keynote address. Best known now as a human rights activist, there are other strong links to the themes of Adage. Who can forget every worker's theme song: I don't like Mondays? And if you saw the English version of Grumpy Old Men - Bob featured strongly! We look forward to sharing the highlights of the night. Rumour has it there's a Channel 7 Sunrise appearance coming up too.

And if you like to participate in blogs, check out Kate Southam's CubeFarmer. Kate's the Career Queen and a friend of Adage.

no such thing as the twilight of your career

2008-09-23T15:25:00.002+10:00

Seriously, sit down and ask yourself: "Can I see myself never working?" Many people are happy to work longer, but not the way they are working now. Instead of enduring full time 'retirement' there are many active mature job seekers who would love to balance the demands of their life cycle with a stimulating career. The sooner employers get the hang of this idea and re-design roles to suit the fastest growing candidate demographic, the easier it will be to find the right people.

It seems that workplaces are operating on a list of uninformed assumptions:

everyone wants to retire ie never work again
mature workers aren't interested in developing their career
mature workers don't want training opportunities
work is really full time or not at all

You can add your own to the list. It's time to challenge your own assumptions and the long held recruitment and retention practices of organisations.

give yourself the networking edge

2008-08-10T22:16:00.003+10:00

Articles about networking seem to be filling the print media Career sections. Only a third of all jobs are advertised. So how do you find out about the other third - through networks? In fact, I know many people whose career goal is to land their next job without a resume or a job application. Mature, experienced candidates should be well ahead of the game. You have years' worth of people who could play a role in getting your next role. Chances are it will take less than six degrees of separation.

Networking will work for you if you are prepared to give more than you get. Networking is something you have done all your life. We hear stories from mature candidates saying that they've sent out 60 resumes and not had an interview. Maybe putting more effort into increasing and renewing your networks would get a much better result. Go shout six different people a coffee and get networking.

baby boomer myth - a carrot or a stick

2008-06-10T17:42:00.002+10:00

Read a slightly provocative article recently for those of us who work in the area of workforce sustainability and ageing workforce management. Two research projects from the US are predicting that the wave of baby boomer retirements will not be the tsunami that others predict.

Why? The research indicates upward trends in flexible working plans such as job sharing, flex time, phased retirement and telecommuting as reasons for boomers deciding to stay. We do see a small number of employers who are making flexi-work work. But there are still many who need to make the mindset shift required. Full time. Permanent. Nine-to-five is not necessarily what people want. Flexible, autonomous work is a carrot for both retaining and attracting mature workers.

Disappointingly, the top five reasons for their bold statement were more 'stick like' in nature:

Decline in corporate pension programs
Gradual erosion of Social Security benefits
Rising costs of health care
Rising cost of education for boomers’ children (less retirement saving)
Rising divorce rates (more single retirees)

And then the more soft reasons like:

Increasing desire to remain socially involved and to “give back”
Proven connection between an active, engaged work life and better mental and physical health

The report placates staffing professionals who are wrestling with the implications of boomer retirement and suggests they may well have an easier time retaining and recruiting older workers than they may have supposed.

This is the provocative statement in my experience. You won't have an easier time if you simply leave it to chance. Without seriously upping the implementation of flexible roles at all levels in their organisation, employers will be left with demotivated mature workers who would like to leave but feel stuck.

grey nomads takes on a new meaning

2008-05-20T21:34:00.002+10:00

Congratulations to the Travel Industry Careers Association for taking the initiative on actively recruiting mature workers for the travel industry. Maybe the term 'grey nomads' won't be limited to just those who retire and take off with their sparkling new caravans. There are plenty of well travelled grey nomads who have the will and the skill to take on a role in the travel industry. Interested? Register with Adage and look out for a new role in the travel industry.

skilled migration - do the maths

2008-05-18T21:31:00.002+10:00

I have no problem with skilled migration. But has anyone done the maths? There's a hidden army of under employed in Australia who:

are struggling to get in the door of employers because they're 'too old'
can't find a part time or flexible role that helps them achieve life balance
have the 'will' but not the 'skill' yet and would like to be trained

Sure - we need migration. However, there is a distinct lack of commentary on how employers can attract the under employed or keep their skilled older workers a bit longer. Employers need to do all they can to have a workforce of tomorrow; skilled migration won't cut it alone.

calling all golden gurus

2008-04-21T11:00:00.003+10:00

We love the fact that one of the big headlines from the 2020 summit featured the line 'golden gurus'. It's not a new idea - at Adage we've been beating this drum for years. We're just glad it's now getting the attention it deserves.

"And to help deliver the nation into a new golden age, Mr Smith, a former aging minister, said more use must be made of Australia's "golden gurus" - retired people who would act as mentors in the workplace and schools."

Adage suggests that 'golden gurus' could go well beyond just mentoring. How about job sharing with someone from another generation? Or working on a part-time basis using their specific skills and experience and wisdom? Or being on a retainer to act as advisers to projects? Employers need to remodel the traditional '9-5', full time role.

the "maybe too old?" scandal

2008-04-17T13:23:00.004+10:00

We hear story after story of 'ageism' from candidates who have been rejected for a role on the basis of their age. Most of the time their conclusion is based on a perception ie there is no hard evidence, but an interpretation of a response. But not this time!

I've just put down the phone from an Adage candidate who applied for a role through one of Australia's biggest job boards - not Adage. The Managing Director of the company advertising the position read her application and inadvertently included her in his reply to his assistant with this statement "maybe too old". Outrageous but true. Illegal but true.

The candidate is requesting a conversation with the MD of the company in question. Good for her. I hope he seeks some advice on how to remedy the situation.

Just for the record, each state in Australia has a version of an anti-discrimination commission who can advise you on what to do in this situation. We always recommend contacting them.

How crazy are employers who reject on the basis of age? Apart from all the obvious reasons, it just doesn't make good business sense.

perspective and attitude

2008-03-31T10:18:00.003+11:00

Keeping perspective and checking your attitude every now and then can really make your world a better place. Feeling stuck in life and career? Maybe take some time to read these stories from elders to get some balance and perspective.

is talent scarcity a myth?

2008-03-25T16:06:00.003+11:00

Toby Marshall is a well known and loved ranter. He's challenging the 'talent scarcity' catch cry of the recruitment industry. Here's a bit from his blog:

Abacus is arguing for a fundamental shift in approach by employers who want to think differently about scarcity. And stop constantly proving Einstein’s definition of insanity.

To stop taking their lead from recruiters, 90% of whom have the same business models:

Transaction focused; upfront commission driven; and responding to, not leading their clients.

So I agree with Julie Mills:- transaction recruiters and their clients are experiencing scarcity. They soldier on in McKinsey’s phoney war for talent.

Mobilising the 5 groups of under-employed is not just a nice thing to do. With labour markets, even a small percentage increase in supply has a BIG impact.

However, our interest is not with all employers: Only those who want to lead the pack with different strategies.

Adage is home to thousands of experienced candidates looking for the right role. We don't see scarcity - we see possibility.

50+ and career transition - mutually exclusive?

2008-02-14T13:01:00.005+11:00

Bootstrapper sent us their list of 50+ resources for changing your career. It struck a chord. At first, I thought it meant if you were aged 50+! That's because here at Adage we live and breathe career opportunities for experienced workers. If you are aged 50+ - you may well want to work in some way for the next 20 years or so.

Go ahead. Check this list out. We also have some great targetted resources at Adage. It's never too late to change direction.

dial before you dig

2008-02-03T22:16:00.000+11:00

Our house is without phone and more importantly, no broadband for three days because some ninny did not dial before digging. Now there's an adage - Dial before you dig.

And so I segue to suitable adages for job searching. What should you do before you whip up a resume and try that scattergun approach to finding your next great role. Especially if you're transitioning careers. Especially if you're re-entering the workforce. Especially if you're a mature job seeker who has suffered ageist tendencies of some employers.

Here's what you do. You get professional career coaching. You invest in having an expert go through your resume and make sure it's a winning document - sure to get a result. I sat in on a teleseminar last week - especially designed for mature job seekers to ensure that they had a winning resume. There were six complimentary lines which were booked by six mature job seekers. Only one dialled in. What a missed opportunity. What GREAT value that one job seeker had.

So here's the thing. What are you doing to ensure you have a ship shape approach to your job search? For less than what you'd pay for a good pair of shoes, you can get professional advice so that you walk tall with a winning formula to getting the next role.

Here is this week's Adage for job seekers: Coach before you crash....agin.

will scarcity alone change the landscape?

2008-01-21T10:28:00.000+11:00

We took a bit of a break over the festive season - but still the topics of 'skills shortage' and 'mature age employment' rage on. With every new employment study released, there are two groups of commentators: one concurring and one conflicting with the findings.

Standing here in the middle - one thing is for sure. The employment landscape is changing. Candidates and employers need to shift their mindset. The constant factor is that the job and the person has to match. And this may look different to how we've operated in the past.

Reading the various responses to the latest skills shortage study you can get the picture. Here's one we support:

This "skills shortage" is only the the tip of the iceberg. Baby boomers have only just started retiring, the bulk of the baby boomers will be retiring in the next 10 years and then there might actually be a skills shortage.

Employers are just starting to cry "skills shortage" as they have taken for granted the labour surpluses of the past and continue to expect to have long lines of applicants begging them for a job.

The boom time is over for employers and they have to think and recruit differently focusing on the values, ethics and learning abilities of applicants, so that the organisation can mould the job to the employee and the employee to the job. Having varied employee skills can only add value to any organisation, as long as they identify, and harness them.

flexibility in the workplace...someone's listening

2007-12-05T16:18:00.000+11:00

I had the privelege of being involved in a listening tour led by the Sex Discrimination Commissioner & Commissioner Responsible for Age Discrimination - Elizabeth Broderick. Elizabeth is a long time advocate of flexibility in the workplace. And what's more - she blogs! That's two big ticks from Adage.

One of the gems from her recent blog is this piece of research from the UK equivalent's commission.

”Half the workforce wants to work more flexible hours …research revealed 6.5 million people, including 2.9 million graduates, are not fully using their skills and experience at work and would have made different choices if flexible working had been available. Belying the assumption that flexible working is only for those with caring responsibilities, only 2.9 million are parents and 3.6 million non-parents…This waste to talent can’t continue if our economy is to survive the challenges or wider competition in global markets. Creative new ways of working would enable this ‘lost’ generation of workers to use their skills in ways that they want and the economy needs.”

We have bravely put a new tab on our Adage job board - aimed at flexiworkers. Let's hope enlightened employers tackle the task of designing fabulous flexible roles that really work.

howard elected to work too long?

2007-11-26T10:23:00.000+11:00

Australia has a positive attitude towards ageing according to a survey from the Australian Psychological Society. And yet some of the post election commentary indicates that part of the swing away from John Howard aged 68 - was that voters saw him as too old. They wanted someone new.

And yet - imagine the job offers for Howard post-politics! His age and experience will work for him rather than against. He may not need to work, but like many experienced Australians, he will be driven by a sense of contribution, keeping an active mind, social interaction and an obvious enjoyment of working. One in five baby boomers plan to never stop working!

I wonder what employers will need to do to attract and retain the likes of John Howard?

how should I vote?

2007-11-19T09:57:00.000+11:00

The countdown is on! By this time next week our votes will be counted. In an effort to get some clarity amidst the campaign collateral, we came across this great online tool to give some democratic, issues based guidance on how to vote.

In a recent discussion on wisdom, one of the common themes arising was the ability of the wise to give you clarity. You may choose to use howdoIvote to be clearer about the election issues that matter to you. You may choose to use Adage to be crystal clear about the role you want and how to get it.

what will make me stay?

2007-11-12T15:35:00.000+11:00

We keep banging this drum! What are Australian employers really doing to make their workplaces the honey pot for the over 45er worker bees? Tap into the fastest growing talent pool to ensure success.

This from our friends in the US:

When the AARP (USA) announced its seventh annual "Best Employers for Workers over 50" awards recently, the corporations at the top of the list didn't get there by offering the traditional fringe benefit trio of health, life and disability insurance.

Instead, the AARP recognized companies such as for providing "forward-looking" benefits packages to workers over 50 that include alternative work schedules, lifelong learning and career training opportunities, and a program that allows today's graying workforce to care for their own aging families. Focusing on an aging employee's personal needs makes "good business sense" and pays dividends to companies that value the knowledge and experience of older workers.

headhunt me now!

2007-10-24T10:36:00.000+10:00

So 76% of Australian jobseekers would like to be headhunted. Wouldn't we all? Let's face it, it's nice to be noticed and acknowledged for your skills and experience.

But you're in fantasy land if you think that the 'skills shortage' and declining labour market growth means you can rest on your laurels and wait for that magic phone call.

You need to be active about 'getting known':

Network in your industry or professional associations
Use your online profile to attract employers who don't advertise but search instead
Find out who is headhunting and make sure they have your career profile

intergenerational baloney

2007-10-15T10:14:00.000+10:00

As professionals who consult to organisations about the opportunities of an ageing workforce, we are often asked the question, "Do you run workshops to help employees have intergenerational conversations?" ie our old staff don't talk to our young staff and vice versa. I question the 'intergenerational' bit. Maybe it's just about helping staff have a conversation. Full stop. Concentrate on listening skills and the rest might follow.

OK. I'm off my soap box now. Maybe these survey results tell us that things aren't so bad; that young and old recognise the value of each other in the workplace.

The research shows that the number one quality younger workers think their older colleagues bring to the workplace is experience (94%) whilst reliability (66%) and understanding (63%) also featured highly. Comparatively, about two thirds of older workers are impressed by their younger co-workers ability to learn quickly, be flexible (61%) and give them energy (51%).

Need to balance your workforce?

Nobel Laureate immune from retirement

2007-09-26T16:21:00.000+10:00

In a fascinating interview with Kerry O'Brien on ABC's 7.30 report, Nobel Laureate Professor Peter Doherty confessed that at the age of 67 he wouldn't do science forever - maybe another four or five years!

What a great outlook. Age is no barrier when you're working at something you love.

Have you retired early? Have you thought about re-entering the workforce? Experienced Australians have so much to contribute. Peter Doherty is a shining example - but one of millions who could choose participating in the workforce over retirement in the next decade.

ditch the zimmer and zoom

2007-08-25T22:50:00.000+10:00

Watch this video and see how a group of octogenerians +break through some assumptions about age.

Bottom line for us is that for every generation there is a bunch of generalisations, assumptions and stereotypes. As individuals, you can challenge these mindsets and set your own agenda. If you're a mature job seeker, find out how.

what's in it for me to keep working?

2007-08-20T10:31:00.001+10:00

Mature workers take note - it's OK to ask this question:

What's in it for me to keep working?

The answers are varied: intellectual stimulus, cash flow, sense of contribution, flexibility of lifestyle, "I want to"....

Mature job seekers - you need to ask another question and be really clear about the answer:

What skills and experience do I bring to this employer?

Any employer or Human Resource professional who's taken a cursory glance at labour market demographics might want to be asking a lot of questions (as suggested by a recent Human Resources magazine article)

what skills are we going to loose over the next five years as our employees retire?
what do we need to do to ensure our experienced workers enjoy coming to work on a Monday?
how can we implement our fabulous flexible work options?
how can we attract mature workers to our workplace?

Our question is: Have you done anything yet to make the ageing workforce your advantage?