Interns Over 40

Share Now: What Not to Say to Older Co-Workers

noreply@blogger.com (miriam) — Mon, 15 Jan 2018 02:32:00 +0000

4 Ageist Phrases to Quit Saying at The Office

from U.S. News & World Report

(Editor's Note) As people delay retirement, It is becoming more important to bridge the gap between generations at the workplace. In this article in U.S.News and World Report, Susannah Snider discusses how thoughtless comments made by co-workers can be ageist and hurtful. Although the Age Discrimination in Employment Act is in place to protect older workers, it cannot prevent an occasional dig by a younger colleague when it comes to technical skills or trends.Ageist comments make people feel devalued, they lose confidence, and work performance can be affected.

The author identifies 4 common phrases that should be avoided:

1. "You're overqualified." This statement, typically lobbed at job applicants, "is almost always code for 'You're too old,'" says Joanna Lahey, associate professor at Texas A&M University and expert on age discrimination and the relationship between age and labor market outcomes...
2. "Don't worry, you don't need to take that computer training class." Employees should avoid the assumption that older workers are technological dinosaurs who can't learn new skills.
Seasoned employees are assumed to be "adverse to change, that they won't take on new technologies," says Jessica Kriegel, author of "Unfairly Labeled: How Your Workplace Can Benefit From Ditching Generational Stereotypes." "But it's often older workers who are implementing the changes to the technology."

Read complete article here.

FREE WEBINAR: “5 Simple Tips to Beat Age Discrimination” Register Here

10 Tough Q & A's for Older Workers

noreply@blogger.com (Unknown) — Mon, 15 Jan 2018 02:31:00 +0000

You have the "perfect job" interview tomorrow. Your skills and experience look as if they match the job description. But have you practiced your answers to potential questions? Guess what it is more than likely that some of the other potential job candidates did. So grab a mirror and do a dress rehearsal. It will help demonstrate to a potential employer a sense of mastery and confidence. (Editor's Note)

"These 10 questions are examples of some you might be asked. Not all of them are overtly age-related. But each one gives you an opportunity to present yourself as a skilled, energetic worker who brings high value to an employer.

1. Tell me about yourself. Make your answer short and sweet. Stick to experiences and goals that relate to the specific job for which you’re applying. Resist the impulse to stress your years of experience. It’s more important to talk about your skills and achievements that show you can deliver. Emphasize your flexibility and positive attitude.

2. Why are you looking for a job? Keep it brief. A straightforward answer is best. For example, “My organization was forced to downsize.” Avoid negative statements about yourself, your work, or your ability to get along with others. Never criticize former employers or coworkers.

3. You haven’t worked for a long time. Why not? You may have gaps in employment for many reasons. Be honest. Speak confidently about your experiences during the gaps. Some could transfer to on-the-job skills. For instance, if you were a caregiver, you managed complex financial issues. As a volunteer, you might have worked with diverse groups and on flexible schedules.

4. What are you looking for? It takes a lot of thinking to be ready for this question. Don’t speak in generalities. Be prepared to name the type of position you think would be appropriate for you and how your skills would translate to a new employer.

5. Aren’t you overqualified for this position? Even though “overqualified” can be shorthand for “old” or “expensive,” it’s important to stay positive. Express your enthusiasm for the job and pride in your qualifications. Explain what makes you interested in this position at this point in your career—such as wanting to apply your skills to a new field or to achieve more flexibility and work-life balance.

6. We have state-of-the-art technology. Would you be able to jump right in? Show you are adaptable and tech-savvy. Give examples of projects you’ve done which required computer skills and familiarity with electronic media. Emphasize training you’ve taken to keep your skills up to date.

7. We don’t have many employees who are your age. Would that bother you? Explain that you believe your age would be an asset, you are eager to learn, and it doesn’t matter who helps you. Describe recent experiences, whether at work or in other situations, where age diversity has been an asset. Federal law bars employers from considering age in employment decisions. Though it’s not illegal to be asked your age, the question could be a red flag about the employer’s commitment to age diversity. Know your rights under the Age Discrimination in Employment Act.

8. What’s your biggest weakness? This is a reverse invitation to toot your own horn. Do it with an answer that puts you in a good light. For example, “I’m too detail-oriented, but I work hard to control that.” Keep it simple—and smile.

9. What are your salary requirements? Try to postpone this question until a job offer has been made. Prepare by knowing the going rate in your area (sites like Salary.com can help). If you don’t know the range and the interviewer persists, reply, “What salary range are you working with?” The interviewer may very well tell you.

10. Do you have any questions? Show your interest and initiative by asking specific questions about the organization and what you can expect in the job. Use your questions to demonstrate how your skills can contribute to the organization. Answering “no” to this question says you’re not really interested in the job." More Information see: AARP.org

Free:49 Benefits of Hiring An Older Skilled Worker. Learn More.

Want to know how to ace your Next Job Interview? Learn More

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Staying Focused During the Holidays

noreply@blogger.com (miriam) — Mon, 18 Dec 2017 04:59:00 +0000

"What if Christmas doesn't come from a store.What if Christmas...perhaps...means a little bit more!"~Dr. Seuss, How the Grinch Stole Christmas!

The end-of-year holidays, that magical time of the year… But if you have been out of work and looking for a job for months, the holidays can also be that most hopeless time of the year. There don’t seem to be as many job opportunities, or people aren't available to interview or take calls.

Must your life go on hold? And then there’s the gifts, the entertaining, the decorating.

You do not have to go down that road. Energize yourself with the spirit of the season - joy, gratitude, good friends, and family.

Here are some things you can do to participate and keep up your momentum into 2017:

Continue your job search. Do not give up. The resume that you submit in December may not get read until January, but it WILL get there. Create you own Personal-Job-Search.

Take advantage of down time for self-improvement, resume revisions - take online webinars! Register HERE for our most popular webinar which will take place on "5 Tips to Battle Ageism." Enjoy these Free Job Search Webinars.

Go to parties and get-togethers. They are great for networking, meeting new people, keeping your spirits up.

Worried about gifts – DIY! People don’t expect lavish gifts and what’s better than something made with love. Do you bake, knit, paint or like photography?

Consider having a potluck. Have everyone bring a dish and have your own party! BYOB!

Take a stroll downtown or in your neighborhood with friends and family to look at the beautiful lights and/or window displays.

Remember to exercise to keep your mind clear and your energy high.

Make the last weeks of 2016 count and look forward to 2017. These are YOUR holidays, too - ENJOY!

Older Workers-New Technology: YES THEY CAN

noreply@blogger.com (miriam) — Sun, 12 Nov 2017 20:47:00 +0000

NEW Survey Debunks OLD Stereotype

For years, a stereotype has been fostered by the media, and now social media, that older people are just not that savvy when it comes to new technology.

This false perception contributes to age discrimination that affects the older job seeker.

Two companies, DROPBOX and Ipsos Mori, have surveyed more than 4,000 information workers in the U.S. and Europe about their use of technology in the workplace.

The survey has revealed that workers aged 55+ are actually less stressed using technology in the workplace than their younger peers. The results also showed that older workers are actually BETTER at using multiple devices than their younger peers - only 13% of respondents aged 55+ reported having trouble working with multiple devices compared to 37% of 18-to-34-year olds.

If you are an older job seeker, don't PERPETUATE the stereotype of the obsolete older worker. Be sure to keep your skills AND resume up-to-date. Create your killer resume HERE.

If you haven't been in the job market lately, it might not be your job skills holding you back but your JOB HUNTING skills. CLICK HERE for a free assessment.

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Change Your Clocks - Keep Your Schedule

noreply@blogger.com (miriam) — Mon, 06 Nov 2017 04:17:00 +0000

4 Tips to Help Your Body Adjust

Studies show that it will take your body a week or more to adjust to GAINING an hour of sleep. This article from The Cleveland Clinic explains why and offers some tips for adjusting to the time change (Editor's Note).

"Nearly everyone looks forward to “falling back” and claiming that extra hour of sleep in autumn. But taking advantage of that extra rest and keeping the benefit can be tough.
Time changes in the fall and spring inevitably alter people’s schedules, says Cleveland Clinic neurologist and sleep expert Tina Waters, MD, and it can take the body up to a week or more to adjust. Until then, falling asleep and waking up later can be harder. And, losing an hour in spring can cause even more problems....

...

1. Make gradual shifts as needed

In autumn, Dr. Waters says, changing your sleep schedule isn’t necessary. Fall asleep at your normal time, and your body will feel the same when you wake...READ THE ENTIRE ARTICLE HERE

NYT: Lessons on Aging Well From a 105-year Old

noreply@blogger.com (miriam) — Mon, 30 Oct 2017 02:35:00 +0000

Joel Saget/Agence-France Press-Getty Images

Editor's Note: On January 4, 2017, Robert Marchand set a new World's Record by cycling more than 14 miles around a track in an hour - in the 105 year-plus category! This was not Mr. Marchand's first record. He had already set a world's record for the 100+ category 3 years prior when he came to the attention of a French professor of exercise science. She had a theory (untested) that if older athletes actually exercised more, they could increase their levels of fitness. Mr. Marchand agreed to participate in the study which is discussed in a recent article in The New York Times.

Mr. Marchand followed this program for two years. Then he attempted to best his own one-hour track record.
First, however, Dr. Billat and her colleagues remeasured all of the physiological markers they had tested two years before.
Mr. Marchand's VO2 Max (an accepted scientific indicator of fitness) was now about 13 percent higher than it had been before, she found, and comparable to the aerobic capacity of a healthy, average 50-year-old. He also had added to his pedaling power, increasing that measure by nearly 40 percent.
Unsurprisingly, his cycling performance subsequently also improved considerably. During his ensuing world record attempt, he pedaled for almost 17 miles, about three miles farther than he had covered during his first record-setting ride.

Read the complete article here.

Learn the "49 Benefits of Hiring an Older Worker" Here

Not a Good "Cultural Fit?"

noreply@blogger.com (miriam) — Mon, 30 Oct 2017 02:34:00 +0000

"10 Microaggressions Older People Will Recognize Immediately" From the Huffington Post

Editor's Note: There are subtle things younger people say and do that demean older people every day. TV ads are glutted with culturally and technically out-of-touch older people. If you're over 40 (yes, it starts young), and looking for a new job or making a career change, these negative stereotypes can create barriers and close off opportunities.This is age discrimination:

Saying an older job applicant wouldn’t be a good “cultural fit.”
What exactly is a good cultural fit anyway? If most of the office is comprised of people who don’t have family obligations to rush home to, does that mean no one can? We’d remind you that there was a time when a black or Latino hire wouldn’t have been a good cultural fit because they weren’t allowed to join the local country club to play golf. But civil rights laws presumably changed all that and an employer today wouldn’t dream of applying this standard to a racial or ethnic group.
Isn’t having age diversity an equally good thing? People of different ages bring different perspectives to a job. By 2020, 35 percent of the population will be age 50 or older. Who better to suggest products and services to bring to market than those who understand the needs of 35 percent of the population best? Doesn’t that make more sense than worrying if the new hire will participate in Karaoke night with the office crowd?

Click Here to Read Complete Article.

How you can BEAT AGE DISCRIMINATION

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Find out the 49 Benefits To Hiring An Older Skilled Worker. FREE. Click Here.

Are You Dressing The Part As An Older Job Seeker? Revamp Your Job Search Strategies

noreply@blogger.com (Unknown) — Mon, 02 Oct 2017 01:22:00 +0000

Revamp Your Job Search Strategies and Get a Job

Finding a job is tough these days. But it's even tougher if you're over fifty. Here are some proactive steps you can take to boost your chances for a successful job hunt.

Don't waste much time looking in the newspaper for a job. Today's job listings, resume sharing and application forms are online. So if you're not internet savvy and computer literate, it's time to learn. Public libraries, continuing education programs and community colleges are all likely places to find computer literacy courses. Or get your children or grandchildren to show you how.

If you're already computer literate, review and refresh your computer skills. If need be, take courses in the latest software programs used in your particular industry.

Even if you don't Twitter, and haven't joined Facebook and Linkedin, you should know what they are. Better yet, join Linkedin and post your profile.Then add the link to your revamped resume.

Create a website, or pay someone to build one for you, and post your resume and samples of your work there, particularly if you are in a creative field.

Networking is the Real Answer

The largest employment market is not advertised, counsels Bill Belknap, an expert on networking and a Certified Master Career Coach at The Five O’clock Club, a nationwide career coaching and outplacement service. "If you only focus on internet job leads, you'll be missing the biggest segment of the job market," said Belknap in a telephone interview conducted on March 9,2009. Particularly in a tough economy, companies first attempt to fill positions through their network, via employee referrals, because it saves them money, he added.

Review and Revamp Your Resume

Rework your resume to be sure you are using language that's current with today's market, for example, human resources or hiring manager, not personnel department.

Never try to hide your age by leaving dates or jobs off your resume. And never lie about your age, though anyone who asks directly for your age is breaking the law. "There’s no logic in trying to conceal your age," said Belknap. "In fact, it’s naive to think you can fool the hiring manager. Full disclosure will be required when you get to fill out the job application, so why put yourself at risk? "

Show Off Your Energy

The best way to show your energy is to be enthusiastic, said Belknap. Again, take a proactive approach during conversations to advertise your good health, fitness, stamina and high energy level. If you bike, run, dance, lead hikes, swim six miles a week, run marathons, or enjoy walking vacations, say so if and when the opportunity arises.

Dress the Part

Since your age is fairly obvious just from the length of your career as shown on your resume, does it really matter if you color your hair and buy stylish, up-to-the-minute shoes and clothing for an interview?

"You do need to look the part and wear current style, clothing," advised Belknap. But more importantly he recommends that you "find out how the hiring manager dresses and dress one notch above that." For example, if the hiring manager wears causal pants and a dress shirt, show up for the interview in khakis and a dress shirt and maybe a jacket.

The old adage "when in Rome" is still the best rule, explained Belknap. "Do your research on your target company. Understand who it is you would be working for. Sometimes looking at the company web site can give you an idea of the dress code. But if not, call and ask at the switchboard. 'I have an interview how do most people dress?' Or visit the company or find a relative or friend -of- a -friend who works there and ask about the dress code."

Revamp your resume and review and renew your computer skills if need be. If you're not computer and internet savvy, start taking courses. And network to open doors to a potential new job.

Click here to read part 2 of this article

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5 Ways to Find a Job on LinkedIn

noreply@blogger.com (miriam) — Mon, 02 Oct 2017 01:21:00 +0000

Are you making the most of LinkedIn?

LinkedIn is a professional networking site which offers unique features for both businesses and job seekers:

Businesses can easily post jobs, find prospective clients and check references.
Job Seekers: A good knowledge of this platform gives you a great chance of getting a job within the shortest time possible.

Here are five major ways to find a job in just sixty days on Linkedin

#1 Make Yourself Easily Found on LinkedIn: According to a survey, 90% of recruiters and their sources ( both within companies and external headhunting agencies) make use of LinkedIn to spot ideal candidates. And for several reasons these recruiters prefer sourcing for talents rather than assisting desperate job seekers. In other words, you have to make them come to you by making yourself easily found on the platform. You can achieve this in several ways including:

Creating a strong and compelling profile summary.
Completing your employment history.
Completing all other sections of your profile such as education, certifications and more.
Including samples of your work to showcase your accomplishments.
Joining groups and participate in discussions.
Properly filling out the skills section of your profile

#2 Job Board: The LinkedIn’s job board offers you several ways to access the numerous ads posted by recruiters and employers. They get paid for featuring these ads on their site and others that the site aggregates from across the internet.LinkedIn leads you through a process whereby you can create your profile of the kind of job you seek based on the industry, location and more. You are allowed to edit your profile at will, but that also determines the type of ads you will get from LindkedIn. Another way of getting applicable positions is by clicking on ‘Advanced’ at the LinkedIn’s homepage. After this, click on ‘Jobs’, and filter jobs through keywords, location, title, country and more. However, when conducting an advanced search, it is advisable to avoid searching on title, as different firms have different titles for the same role.

#3 Group Jobs: With LinkedIn, you can join up to 100 groups at once. These groups are numerous and each based on anything imaginable such as hobbies, location, school alumni, industry and more. Each of these groups has its own menu structure which includes; discussion, promotion, jobs members and search.The job menu in each group is meant for job listing which could be posted by any of the group member as well as job discussions. This makes making it faster for you to find a new job.

#4: Company Pages: All you have to do here is to search for companies. Typically, on a company’s page, there will be a listing of vacant positions at the company or a link to the company’s employment portal on its site where the open jobs listing is provided. When you find a job opening it is advisable NOT to simply apply to multiple jobs in a relatively short period by clicking on ‘Apply’ numerous times. Instead, take your time by checking each good job prospect. Make use of the features provided by LinkedIn to see who posted the job and who you may know that works in the company. Develop these contacts into networking partners. Most companies use employee referral bonus program. You will be at an advantaged position if your company contact brings your resume to the attention of the recruiting manager or human resources staffer assigned to fill the position. Consequently, the probability of your resume disappearing into thin air is minimized and your chances of getting the job significantly increased.

#5 Feed Update: Updates are at the center of your LinkedIn homepage. What you will get here are not just articles that the Pulse feature thinks you should be interested in but also the status updates of your contacts or connections. Take your time to scroll through these updates on a regular basis as there are often some posts from hiring managers or recruiters calling the attention of qualified job seekers to some vacant positions in their respective companies

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Can A Job Loss Kill You?

noreply@blogger.com (Anonymous) — Mon, 25 Sep 2017 05:42:00 +0000

Free online workshop: "How to Get a Job in 6 Weeks - Guaranteed" Register Here

At Closing Plant, Ordeal Included Heart Attacks

By MICHAEL LUO

The first to have a heart attack was George Kull Jr., 56, a millwright who worked for three decades at the steel mills in Lackawanna, N.Y. Three weeks after learning that his plant was closing, he suddenly collapsed at home.

Less than two hours later, he was pronounced dead.

A few weeks after that, a co-worker, Bob Smith, 42, a forklift operator with four young children, started having chest pains. He learned at the doctor’s office that he was having a heart attack. Surgeons inserted three stents, saving his life.

Less than a month later, Don Turner, 55, a crane operator who had started at the mills as a teenager, was found by his wife, Darlene, slumped on a love seat, stricken by a fatal heart attack.

It is impossible to say exactly why these men, all in relatively good health, had heart attacks within weeks of one another. But interviews with friends and relatives of Mr. Kull and Mr. Turner, and with Mr. Smith, suggest that the trauma of losing their jobs might have played a role.

“He was really, really worried,” George Kull III said of his father. “With his age, he didn’t know where he would get another job, or if he would get another job.”

How to Quickly Create Customized Cover Letters

A growing body of research suggests that layoffs can have profound health consequences. One 2006 study by a group of epidemiologists at Yale found that layoffs more than doubled the risk of heart attack and stroke among older workers. Another paper, published last year by Kate W. Strully, a sociology professor at the State University of New York at Albany, found that a person who lost a job had an 83 percent greater chance of developing a stress-related health problem, like diabetes, arthritis or psychiatric issues.

In perhaps the most sobering finding, a study published last year found that layoffs can affect life expectancy. The paper, by Till von Wachter, a Columbia University economist, and Daniel G. Sullivan, director of research at the Federal Reserve Bank of Chicago, examined death records and earnings data in Pennsylvania during the recession of the early 1980s and concluded that death rates among high-seniority male workers jumped by 50 percent to 100 percent in the year after a job loss, depending on the worker’s age. Even 20 years later, deaths were 10 percent to 15 percent higher. That meant a worker who lost his job at age 40 had his life expectancy cut by a year to a year and half.

Additional investigation is still needed to understand the exact connection between job loss and poor health, according to scientists. The focus is mostly on the direct and indirect effects of stress. Acute stress can cause biochemical changes that trigger heart attacks, for example. Job loss and chronic stress can also lead to lifestyle changes that damage health.

Studies have, for instance, tied job loss to increased smoking and greater chances of former smokers relapsing. Some laid-off workers might start drinking more or exercising less. Increased prevalence of depression has been tied to both job loss and the development of heart disease.

Read the full article at the The New York Times

Related Lifestyle Article:For Ways to cope with Stress you might want to read this article

The Weight of Unemployment

noreply@blogger.com (miriam) — Mon, 25 Sep 2017 05:41:00 +0000

Lose Your Job...Get Fat

(Editor's notes) Alicia Adamczyk's article in MONEY discusses the findings of a Health and Retirement Study of full and part-time workers ages 50-60. The participants were of average weight and lost their jobs before they became eligible for Social Security. The research revealed a weight gain during unemployment that was not incurred by their employed counterparts.

So now, in addition to the loss of income, less in retirement savings, and increased stress and anxiety, this paper indicates that not working before retirement can also make you fat.

The paper points specifically to the stress as a reason for the weight gain. “The stress of displacement from a business closure may be further compounded if individuals have a harder time finding reemployment and/or are not yet eligible for retirement benefits,” it reads. And those without spouses or much in the way of discretionary funds are more likely to feel the stress.

Read entire article here

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To Age Well, Change How You Feel About Aging

noreply@blogger.com (miriam) — Mon, 11 Sep 2017 01:30:00 +0000

"Negative stereotypes about getting older can become a self-fulfilling prophecy."

Editor’s Note: Theory—Thinking bad thoughts about the aging process could actually be doing you harm according to this article in the Wall St. Journal. The article discusses the positive effects of aging and how to embrace the process.

From the article:

14 Job Interview Problems & Solutions for Baby Boomers

noreply@blogger.com (Unknown) — Mon, 11 Sep 2017 01:27:00 +0000

Those in transition do face uphill climbs in these troubled employment waters. One group particularly impacted dramatically is the “seasoned” worker AKA, the Baby Boomer.

In life, perception is often reality and there are many perceptions of the mature candidate. Those who fall into this category must anticipate what they potentially are and be prepared to overcome them. Let’s examine these areas of concern, both spoken and unspoken, that many employers consider when interviewing the Baby Boomer generation.

Perception #1: Baby Boomers are “overpriced”. Because of this, they are more likely to be made redundant in a bad economy. Younger workers are more “affordable”. Even if older workers are willing to take a pay cut or make a lateral move in regard to money to get the job, employers sometimes fear that their job satisfaction will be compromised at a lower or equal salary and that they won’t stay or be motivated.

Perception #2: They’re settling. Employers fear that if the mature candidate has been unemployed awhile and previously employed in a capacity beyond that for which they’re interviewing, they’re only willing to take the position until something better comes along. In other words, they simply need a job.

Perception #3: They’re looking for a retirement home. Motivations are attributed to having a place to hang their hat for a few years and get benefits. This is usually far from the truth, but can be a concern nonetheless.

Perception #4: They’ve lost the “edge”. An underlying fear here is that older workers won’t have the same drive and determination (otherwise most often referred to as ‘fire in the belly’) as they once did, the belief being that their younger counterparts may be “hungrier”.

Perception #5: Their credentials aren’t equivalent to those of their younger counterparts. Sometimes older workers don’t have the same educational credentials as younger workers. Baby Boomers more often went to the ’school of hard knocks’ as opposed to going the traditional educational route as is more common today. An education back then, though important, didn’t carry the weight it does today in many companies and organizations.

Perception #6: They’re job hoppers. Older workers have more jobs on their resume, leading to the perception that they’re ‘job hoppers’ regardless of time frame involved.

Perception #7: They have too many expenses attached to them. Health insurance costs are higher for older workers. It’s a practical consideration for employers who provide health coverage to their employees, maybe even more of a consideration today with the possible changes in the healthcare system being discussed.

Perception #8: They’re limited in flexibility. Younger workers tend to be more mobile either to relocate or travel, whether now or in the future. In some careers, that can be a benefit to a corporation.

Perception #9: They’re overqualified. This perception can be valid. Older workers often find themselves interviewing for positions with someone they could easily have managed themselves at some point in their careers. It can be intimidating to a younger manager.

Perception #10: They’re likely to be dissatisfied. The longer a career, the more likely a person may have gone the entrepreneurial route at some point, leading to the perception that they won’t be happy in a corporate environment working for someone else.

Perception #11: They don’t portray the right image for the company or fit with the culture. Appearance is a factor, especially in sales positions or any position where you’re meeting with the public. Older people sometimes face discrimination based on the ‘image factor’. Whether fair or not, it is reality.

Perception #12: They’re outdated. Their skills may be outdated, especially in technical areas like computers. Older workers may not be able to keep up with the Gen Y’er’s in terms of computer social networking abilities. This is changing as the mature worker becomes more Internet-aware but it is still a reservation on the part of some younger managers.

Perception #13: They’re rigid. The “you can’t teach an old dog new tricks” mentality is a factor. There are concerns that mature employees won’t be able to adapt to new ways of doing things or that they are set in their ways and have preconceived views of how things are and should be.

Perception #14: They’re not moldable. Employers very often like to ‘grow their own’. A younger worker is perceived as more trainable and moldable. Many companies like to train people themselves and older workers are sometimes perceived as coming with ‘baggage’ from their previous employers.

A long list, isn’t it? It can be daunting and also a bit unsettling if you’re getting older. It would seem with all these possible roadblocks, a seasoned job hunter would never get hired. Let’s dispel that myth. It happens every day, but to bust that myth in your own personal situation, being forewarned is forearmed. If you understand the mindset of some employers and interviewers and the possible perceptions you’ll face, you can be ready to deal with and overcome them to your advantage.

What do older workers bring to the table that can overcome these objections? A number of things:

1. Life experience. This can not be bought or learned in a college. Traveling the road of life, you learn to deal with a myriad of situations and gain the ability to overcome obstacles. Common sense can’t be taught or easily gained without experience.

2. Skills to overcome adversity. Mature candidates generally are more adept at problem solving and have a track record of doing so. Again, it comes with experience.

3. Stability. An older person is actually NOT as likely to ‘job hop’ within a year or two. The younger candidate is far more likely to move from one company to another for a slight increase in salary, title, or opportunity.

4. Commitment. Loyalty is usually highly valued by older workers. Their parents worked for decades at companies and had the “gold watch at retirement mentality”. That attitude is ingrained in the Baby Boomer generation as well to some degree. They tend to be very committed to the company they are employed with and have a strong loyalty to their manager. I have seen this many times in my recruiting career. The more mature a candidate is, the harder he is to woo and recruit.

5. The ability to take on a mentoring role. There is research now that indicates that the Gen Yer’s who have a reputation for doing things in an ‘out of the box’ fashion are embracing the traditional as a ‘new way’. They value the input from Baby Boomers in the workplace. They often want to learn from them and use them as mentors in furthering their career objectives.

6. Less conflicts. Older workers are not as likely to have family issues that interfere with their jobs. Their children are grown, gone, and established.

7. High motivation on a practical level. Often the older employee is the sole or primary bread winner. The younger worker is often part of a dual income family.

8. Connections. They likely have business relationships that have deep roots based on longevity. Younger workers have a web of contacts as well, but the nature of that network is different. An older worker’s network of contacts, friends and business associates is often deep, rich, and based on lifelong relationships.

How can you, as a mature candidate compete in this marathon to the job offer?

1. Bearing all of the above advantages in mind, don’t underestimate your value. Incorporate some of these concepts into your interview presentation, especially if you run into objections.

2. Stay abreast of changes in the industry you have experience in. All industries evolve, change and adapt to the fluctuations of the market. Stay on top of the industry trends.

3. Learn to be a social networking whiz. Okay, I never believed personally that I’d be a social networking devotee, but I am. It’s becoming essential in this world. Know that and decide to be aware and active.

4. Take classes to enhance skills you lack. These might include computer skills, technical skills that are industry specific, or enhancing your public speaking if that’s a benefit. Keep learning!

5. Learn to package your skills in accordance with the employer specifications. Past duties and functions are of value if packaged correctly and portrayed in the right way.

6. Stay active in order to demonstrate the ‘fire in the belly’ attitude. Drive and determination are still highly desired in employees, and older workers who can show that they continue to meet and exceed their life goals have a better chance of finding gainful employment.

Above all, keep a positive attitude and remember: you still have a lot to give.

~~Mark Ste. Marie

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6 Ways To Kill Your Job Search Without Knowing

noreply@blogger.com (Anonymous) — Mon, 31 Jul 2017 02:39:00 +0000

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Recruitment Revolution recently polled 1700 companies where “employers reveal most off-putting traits displayed by job applicants.” There are a couple of very revealing conclusions. First you better be thinking about how you present yourself to the outside world before you NEED to find a new job.

What you write and say on social media sites WILL likely be viewed by a prospective recruiter or employer. So those innocent posts with photos on Twitter, Facebook and LinkedIn can turn into a magnifying lens in which a recruiter can be Judge and Jury without you ever getting cross examined.

Here are the 6 Ways You Can Kill Your Job Search Without Knowing.

Abbreviating when you write. Ex. “TTYL” Talk to you later.

Spelling errors on your social media, resume and emails.

Listing your other interests and hobbies that are fun, but not necessarily good employee traits. Like partying instead of scuba diving.

During interviews avoiding eye contact, bad breath and confrontational body language.

73% of Employers checked social media before hiring. Yes if you post it then assume it part of “your permanent record”.

Dressing too Casual.

All of these self destructive behaviors can be modified with very little effort. Why not give yourself an edge in the race to a new career or job. What other traits have you seen that are self destructive?

Your Personal Branding as an Older Worker

noreply@blogger.com (miriam) — Mon, 31 Jul 2017 02:38:00 +0000

What Sets You Apart?

Personal branding is the act of letting your identity be known and showing the qualities that set you apart from others in your area of discipline. It comprises a combination of skills and talents alongside style and personality. In other words, it requires having a clear message of who you are, what direction you are going in, as well as the experience you have. You are letting the hiring manager be aware of your identity so that you are not just part of the faceless crowd.

Personal branding comes with lots of advantages. Besides highlighting your personal strengths, personal branding can help pull your resume from the bottom to the top of the pile and make you an outstanding interviewer.

Here are some tips to help prepare yourself for a new job:

Brainstorm: Take some time to think about what to include in your personal brand. You can do this by going over your resume, understanding the leadership qualities you possess and your work ethic. Determine the path or direction you want to take your career in and also figure out the type of projects you are mostly drawn to. Then, develop a big plan on how to express this to the hiring managers and recruiters.

New Market, New Skill: You have to accept the fact that you are competing in a marketplace which is entirely different from what you had in the past. Consequently, you have to learn about the new workplace, accept and leverage it to your advantage. You can do this by trying to understand the generational differences. For example, there is a myth that older workers are not usually energetic or tech savvy. However, they are generally taken to be reliable, honest, hardworking and loyal. Take the positive assumptions, and use them to your advantage. Efforts should be made at addressing the negative ones.

Technology and social media: Brush up your knowledge about the latest technologies and get yourself engaged in the use of social media. Show your prospective employer your willingness to learn new things. Social media is a great platform to start your personal branding. Therefore, you have to build a social media friendly resume and ensure its done the right way by not making blind submissions to different websites. The idea is to create a resume that would be so dynamic that it becomes readily accessible through searching, distributing and sharing. The resume should be able to:

Accurately portray who you are as a brand.

Attract hiring managers, recruiters and job opportunities to you, instead of going about making blind submissions.

Showcase your abilities, talents as well as what you look for in a job. You can create a personalized resume by clicking here.

You can also make use of a cover letter. A cover letter represents a better place to make your personality known. Be unique and discuss why you would be a better choice over your younger colleagues. Start creating cover letters that get interviews by clicking here.

Posting your information on platforms like Facebook, LinkedIn, Twitter, Reddit, Tumblr and others is a good way to get started.

Make Yourself Stand Out: This involves convincing the hiring managers that you are a very rare talent. Start by expanding your thinking about your own particular capabilities, then tell it to the world. And make sure you describe your unique personal brand value in everything you do. You can do this by creating an online profile and identity, building your network, connecting with local groups and associations, and seeking out volunteer opportunities.

Studies have shown that most workers who seek job opportunities at mature ages usually find the new job more appealing when compared to the old job. Therefore, ask yourself how you could combine your vast knowledge, experience, and personality to produce something that a younger counterpart cannot. In other words, regardless of your age, you can always brand yourself and stand out.

CLICK HERE for a complete schedule of online workshops and resources to prepare you for your new career.

6 Lies We Tell Ourselves About Job Interviews

noreply@blogger.com (Anonymous) — Sun, 23 Jul 2017 22:17:00 +0000

How many hours did you spend researching that last car or flat panel tv you bought? How many hours did you spend practicing for your job interviews? We all know that many jobs and perhaps careers are won or lost during the interview process. You have a Great resume, Great cover letter, and Great attire. Win win win. Not so fast. If you did not prepare for the interview this will put you at a competitive disadvantage. So why not prepare? It really is pretty easy. Just requires some practice and time.(Editor's Note)

Lies We Tell Ourselves About Job Interviews
Guest Contributor: Michael Neece, CEO, InterviewMastery.com

I present frequently to groups large (200+) and small on job interview skills, and I am constantly amazed at the harmful lies people tell themselves about job interviews.

Few will argue about the importance of having a great resume; after all, it is the resume that generates job interviews. But nearly all job seekers minimize the importance of their own job interview skills. Minimizing the importance of interview skills reduces the probability of getting the job offer because it is only through an exceptional job interview performance that you'll get hired.

17-to-one is the ratio of job interviews to job offers during a recession. During a recession, the average applicant will interview for 17 different opportunities before he/she gets one job offer. When job openings are plentiful and candidates are in high demand, the ratio drops to 6-to-1, meaning it takes only 6 interviews to get an offer during the good times. The lesson here is that without interview skills, you'll waste 6 to 17 job opportunities before you get good enough at interviews to get an offer. (Article Continued Below)

Below are six lies (assumptions) we tell ourselves about job interviews:
"I'll do great on my job interviews because…"

1. I'm Great at My Job.
The skills required to get the job are fundamentally different from the skills required to do a job. If you have ever looked for a job you know this all too well.

2. I'm a Good Communicator
Being a good communicator is a good start, but most of our business communicating is one-on-one or in a setting where you are talking about work. During the job interview, you are often speaking with multiple interviewers and responding to thought-provoking questions about you and your talents. Convincing an interviewer of your abilities is a unique situation in the world of business communications.

3. I've Interviewed Hundreds of People
Being an interviewer is different from being interviewed. Just ask anyone who has been interviewed recently. I consult internationally to organizations on interviewer skills. I also present to thousands each year on job interviewing for the job seeker. While the interviewer and the interviewee are in the same room, each is playing a different role that requires different skills to be successful. It's a bit like dancing. One person leads while the other follows. The skills to lead are very different from the talents needed to follow. When each partner does his/her part, they dance beautifully. When the job applicant has the skills, he/she facilitates a conversation and usually gets the offer.

4. I've Had Many Practice Interviews
Learning by trial and error can teach you a few things about effective interviewing, but it wastes a lot of great job opportunities. Besides, practicing the same unproductive job interview ritual will only make you comfortable with ineffective habits that can really hurt your career.

5. Interviewers Have Interviewing Skills
Having traveled internationally to train interviewers, I can state with certainty that over 95% of interviewers are unskilled and have had no training on effective interviewing. That is exactly why interviewers still ask totally irrelevant and bogus questions like, “Tell me about yourself,” and “What are your strengths and weaknesses?” When an interviewer asks you one of these questions, you know they are completely unskilled at interviewing.

6. The Most Qualified, Get Hired Most of the Time
Eleven years as a recruiter taught me one truth about the job market: the most qualified person never gets hired. The reason is that who is the most qualified is a matter of interviewer opinions, assumptions, and personal bias. Additionally, a job description is actually a collection of guesses as to what the prerequisites are for a specific job. A job description is a way for the hiring manager to say, “I want to hire someone who has already done, many times, what I want him or her to do for me.”

To secure a great job, you can either continue lying to yourself and go through 17 interviews before you get an offer, or you can invest the energy to learn successful job interviewing and significantly increase your odds of getting a great job sooner.

Whether you try Interview Mastery or another job interview program is irrelevant. What really matters, is that you improve your interview skills. Common advice is everywhere on the Internet, but this common wisdom will only get you common results.

If you don't want to invest any money in yourself, at least make a list of the interview questions you expect and those that you fear. Then ask a former colleague to mock interview you using the questions you listed. Record the mock interview using audio or video. You may be surprised at how you actually sound.Remember, the job interview is the most important moment in your job search and in your career.

While your resume may get you to the interview, it is your job interview skills that will secure the job offer. Preparation and practice make all the difference in your performance because the most qualified person rarely gets the job. It's the person who interviews the best who wins the job offer.

Good luck on your next interview. You're going to be awesome!

Do you need to improve your interview skills? Learn More Here.

___________________________________________________

Over 50, Female and Jobless, Even as Others Return to Work

noreply@blogger.com (miriam) — Sun, 25 Jun 2017 03:51:00 +0000

Editors Note: Patricia Cohen, New York Times Writer, chronicles the downward spiral of women job hunters in the last decade from findings revealed in a new study on long-term unemployment from the Federal Reserve Bank of St. Louis. Ten years ago, less than 25% of the unemployed women remained out of work for more than 6 months.

From 2012-2013, the unemployed women comprised 50% of the long-term unemployment rate. Ms. Cohen details the plight of Chettie Mcafee who was laid off from her job after 30 years. She is still looking for a job.

...“I’ve been applying and applying and applying,” said McAfee, who has relied on her savings and family to get by as she fights off attempts to foreclose on her home. At interviews, she said, “They ask, ‘Why has it been so long?’”

At 5 percent, the jobless rate may be close to what economists consider full employment, but that headline figure doesn’t capture the challenges still facing millions of Americans who have yet to regain their footing in the workplace....

McAfee is part of a group that has found the post-recession landscape particularly difficult to navigate: women over 50.

Read more here: NYT: Women Over 50

CLICK HERE to Learn 49 Benefits to Hiring an Older Skilled Worker

New from the New York Times: Nearing Retirement? It's Time to be Creative

noreply@blogger.com (miriam) — Sun, 11 Jun 2017 02:55:00 +0000

Editor's Note: In a May report issued by The Transamerica Center for Retirement Studies, 82% of those surveyed in their sixties plan to keep working past age sixty-five, and 18% of that group do not plan on retiring at all. Among those surveyed in their fifties, 50% plan on working past age sixty-five, and out of that group, 15% do not plan to retire.

This anecdotal article explores some of the financial choices that aging baby boomers have as they prepare for retirement (or not):

"For Phyllis Edelman, 64, dog-walking was the answer.

For Ron Walker, it was postponing retirement until 68, while defying the conventional wisdom to delay taking Social Security until age 70.

For others, it could be moving, taking in a boarder, seeding age-friendly employers or turning a hobby into a business.

If ever there was a time for would-be retirees to get creative it is now. Many people approaching the traditional retirement age of 65 are looking into a financial abyss: They have no savings, their pensions are inadequate, and the job market, although not uniformly hostile to those over fifty, is not especially encouraging either. And they could live another 25-30 years, maybe in good health if they are lucky.

So what can 50- or 60-somethings without trust funds or secret stashes of cash do?"

Read Entire Article Here

Free Online Workshop “5 Tips to Battle Ageism” Register Here

49 Benefits Of Hiring A Older Skilled Worker

noreply@blogger.com (Anonymous) — Sun, 11 Jun 2017 02:53:00 +0000

Whose Kool Aid Do You Want To Drink?

Do you know the 49 Benefits Of Hiring An Older Worker. It has been said “the older you get the wiser you are”. It has also been said “that you can’t teach an old dog new tricks”. These adages are nice to recite but do any of them really hold true when it comes to older skilled workers who are looking for a new career.

Over the last 3 years I have read thousands of comments, questions and expletives from older workers. Some of you clearly professing your superior attributes while others complaining of their unfair treatment by job recruiters.

Can both be right in their assessments? Perhaps. But one guiding principle at Interns Over 40 has been to help older skilled workers achieve their own career greatness.

In doing so it is necessary to dispel myths while reinforcing the benefits that make older workers a great catch in a sometimes difficult job market.

I want to thank all of our faithful audience of Job Seekers, Career Coaches and Recruiters who are living this experience everyday while you prepare yourself , or help others, for the next career assignment. I hope this list of “49 Benefits To Hiring An Older Skilled Worker” becomes a valuable part of you’re toolbox as you continue to pursue your ideal career. Share it, Print it and Keep it nearby as a refresher.

With our working life expanding into the our 70’s, 80’s and 90’ perhaps this list will, in a small way help you feel confident about the depth and value of your work and life experience. Remember “soon or later everyone will get older or …..”.

note:For those who are ranking oriented this list is NOT intended to indicate importance. Happy Job Search.

Interns Over 40: 49 Benefits Of Hiring An Older Skilled Worker

Wisdom and Intelligence

Maturity to make sound decisions

Ability to assume responsibility sooner because less training is required.

Ability to assess, identify and act upon situations with colleagues, customers better because of knowledge from experience in life and work. Not learned in classroom

Make good mentors and coaches in their fields of experience

You do not lose 2 hours of productivity time per day for texting

Less arrogant

Valuable long-term relationships and industry contacts built over the years

Can provide objective advice to younger managers because he/she isn’t trying to climb the corporate ladder.

Less DRAMA

Understands the value of “Teamwork” and can work as an individual as well.

Real arguments instead of duhh-reactions.

Usually able to “make do” when necessary – cobble something good out of odd and unmatched parts. Think school pageant costumes on a moments notice.

Older workers are able to speak and write in complete sentences, with correct English. This is helpful in writing and speaking with customers, as well as internal reports.

Less expensive car insurance.

Able to advise younger manager without threatening his/her position.

Given previous experience, better able to separate wheat from chaff; what is critical and what is not.

[Hopefully] thinks before commenting, thereby providing a calming influence, easing workplace stress.

Experience, experience, experience… nothing beats experience! Not only in our professional field, but in personal relationships, dealing with all types of personalities we’ve interacted with throughout our careers.

Not afraid to roll up your sleeves and do whatever it takes to get the job done

Older workers, or at least this one, are less likely to take a job that they will absolutely hate, therefore increasing the likelihood they will remain in the position. Worker loyalty is not dead, it is simply better seasoned.

A more experienced employee understands with greater depth and clarity the true risks and rewards that accompany certain tactics and strategies, with a lower risk of repeating the negative aspects of history.

Experienced employees also know how to navigate an organization and gain traction for the most valuable and rewarding ideas in a diplomatic manner so as to gain support in a positive way. It is hard to teach these skills. They must be learned on the job.

Less maintenance for their manager

The ability to take constructive criticism constructively without the drama.

The ability from life experience and travels to relate to different cultures and accept others of different background and beliefs.

We are progressive – blending new technology with life wisdom

Minimal learning curve.

The older — mature — employees avoid office politics, which can be a time-wasting energy drainer in the dynamics of any office.

Mature workers also accept a job with the intent of staying with it, as opposed to too many younger workers today who treat it like a marriage (“If I don’t like it I’ll quit.”)

The value of the law of the harvest that includes, seeding, nurturing, cultivating, protecting and finally harvesting and storage for the future and new crops. This law applies in any industry, organization and job. The seasoned worker will know how to make each step work. The new worker still needs the mentoring.

Knowing the value of learning from past mistakes, and assimilating that into future work decisions.

Having the ability to see the short and long-term effects of various decisions

Appreciate the fact that EVERY interaction I have with anyone can lead to a possible connection, job, assistance, etc., later.

The ability to develop lasting collaborative relationships with all levels in an organization.

Older employees have a greater value of time and know how to prioritize tasks.

We are not distracted by the bar, or the nightclub, or the latest romance gone wrong.

We consider our work a duty and of prime importance in our life, we understand the meaning of loyalty, good ethical behavior comes naturally, we have a sense of duty.

Young people are still looking for the best opportunity, whereas older workers understand by a certain age ‘you should have a lot more focus on keeping to a reasonable standard of living

Have seen the ups and downs of markets

They have already learned how to manage stress.

Are willing to stay on task or at the jobsite until the work is done. Determined.

Understand a responsible work ethic and appreciate continual learning opportunities as a way to add to skills.

Older workers know their areas of expertise and are confident in them.

Older workers are not as likely to job-hop or job-shop.

Arrives on time and usually before starting time; Leaves after quitting time; Spends less time watching the clock

Have lower Health Care costs.

Technical issues are not intimidating - we have learned how to dig into the problems and find meaningful long-term solutions.

We know when to compromise and when to push. We have learned the techniques needed to find balance in tough situations.

All contents copyright C 2012-2013 by Days Full Of Purpose LLC. All rights reserved. No part of this document or the related files may be reproduced or transmitted in any form, by any means (electronic, photocopying, recording, or otherwise) without the prior written permission of the publisher.

"How to Answer Any Question A Interviewer Could Possibly Throw At You!"

noreply@blogger.com (Anonymous) — Mon, 05 Jun 2017 13:25:00 +0000

Finding New Car-8 Hours Of Research. Job Interview Preparation 30 Minutes! Foolish?

Why would you spend 8x more time looking for a new car or a new flat panel display for your house as opposed to preparing for a job interview? We are strange creatures:). As an older skilled work you know what it takes. But the question is how.

In less than 15 minutes you will learn how to:
* Be ready with the best answers to job interview questions.

* Increase your confidence; easily calm nerves or fear.

* "Package & Spin" your work experience so it is a perfect fit for the job.
* Position yourself as the BEST candidate for the job.

Get your Guide to Interviewer Questions and kill your Next Job Interview -click here

Baby Boomer Interview Tips:Do You Know How To Interview With A Younger Generation?

noreply@blogger.com (Unknown) — Sun, 04 Jun 2017 21:06:00 +0000

Going through an interview session with the younger generation can certainly present an entirely different set of problems for baby boomers. However, there's no need for older job seekers to get disheartened so easily. In addition to older employees having more job experience, there is also the Federal Age Discrimination in Employment Act.

Addressing Retirement Issues
Questions relating to your retirement or future career plans are usually asked to candidates to determine whether the job will be used as a bridge to fill in retirement gaps. The question "what are your expectations from the job a few years down the line" is another way of asking the same question.
No matter how the interviewer puts the question, be sure that you tackle it gracefully. While it would be better to discuss the retirement issue honestly, you also need to convince the interviewer that you are looking forward to long-term employment.

Salary Requirements
Although this is a tough question that definitely arises at every interview, dealing with salary issues will require skillful negotiation on your part. This question can prove to be even more difficult for older candidates with years, even decades, of expertise and experience to answer. However, in order to avoid your former income from working against you, you should make every attempt to reply in a firm but cool tone.
At first, try giving a noncommittal answer - but if probed further, give a salary range. Generally, you should refrain from stating exact figures regarding your salary requirements. And, you should always let the employer give the first number.
Needless to say, do some research on the position and its salary before attending the interview.

According to the Act, any kind of employment discrimination against those over 40 is illegal. Listed below are a few common interview questions based on age - and some helpful tips on how to answer or avoid them tactfully.

Click here to read part 2 of this article

Is A Resume Embellishment An Exaggeration Or Lie? Confused?

noreply@blogger.com (Anonymous) — Sat, 13 May 2017 16:07:00 +0000

You're writing your resume and decide to say " I was responsible for growing the business from 100k to 2 million dollars in 1 year." Impressive. But you didn't mention that your company bought another company with 1 million in sales; or that you worked with in a team of 10. you. Is this an embellishment or a lie?

"When Do Exaggerations and Misstatements Cross the Line?"
When public figures are caught embellishing their accomplishments or qualifications, whether by exaggeration or misstatement, people everywhere express outrage. Indeed, as more and more politicians, CEOs and other big names these days try to make amends for fudging their resumes, incorrectly relating the details of a story or otherwise playing fast and loose with the facts, the general reaction from an increasingly jaded public is: "What were they thinking?"
As it turns out, what they were thinking isn't much different from everyone else. Embellishment is part of human nature, experts say, and almost everyone is guilty of it at one time or another.

Left unchecked, however, exaggerations that seemed innocuous at first could result in serious, potentially career-ending consequences. "[Getting caught] can be devastating; I think it can ruin a person," says Alan Strudler, a professor of legal studies and business ethics at Wharton. That's unfortunate, he adds, "because embellishment is just a human frailty. But once you're caught in a deception, even if it's a common deception, people won't trust you. And once the bond of trust is lost, it's terribly hard to recover."
Create a Better Resume

In today's work environment, where no one comes in for a job interview without being Googled first -- and where small talk in the elevator or comments made at a staff meeting are just a Twitter post away from reaching a global audience -- it's easier than ever to get caught in an exaggeration, Wharton experts and others note..
But the temptation to embellish has also never been greater, they say, as recession-weary workers feel pressured to justify their worth and a 24-hour news cycle demands that leaders have an immediate, sound-bite-ready answer for everything.

"The questions come when something happens that breaks the social facade that we're all honest and we're all trustworthy," says G. Richard Shell, a legal studies and business ethics professor at Wharton. "When someone is revealed to have done something selfish, there's a crack in the facade and then everyone has to figure out what that means. Does the crack reveal some sort of venal person, or does it reveal the same sort of hapless person we all are underneath?"

Finding the Line
The type of self-deception that most people employ falls in the middle of a spectrum occupied at one end by those who are complete truth-tellers, and as a consequence are often considered "rude and socially inept -- think of a small child telling a dinner guest that she's fat," says Shell -- and at the other end of the spectrum by pathological liars, who occupy a fantasy world that they believe to be real.
"Self deception is something that everyone is prone to," Shell notes. "There's a lot of research that says if we lack any positive illusions then that is a sign of depression.... We like to think of ourselves as being more important, more skilled and more experienced than we are. When a test comes, and someone asks what your experience is, or what your basis for stating something is, then it's tempting to make something up." Indeed, a 2003 report by the Society of Human Resources Management found that 53% of all job applications contain some kind of inaccurate information.

Although only 8% of respondents to a 2008 CareerBuilder survey admitted to lying on their resumes, nearly half of the hiring managers queried said they had caught a prospective hire fabricating some aspect of his or her qualifications. Almost 60% of employers said they automatically dismissed applicants caught making misstatements about their backgrounds.
The challenge, experts say, is not to cross the line from harmless puffery to a more damaging form of elaboration. In some cases, the limits of what is accepted and what isn't are clear-cut -- few would condone amplifications that break the law, for example, or cause others serious harm. Equally prone to reproach are cases in which company executives or leaders within an organization are found to have included degrees they never earned, or positions they never held, on their resumes, according to Wharton operations and information management professor Maurice Schweitzer."
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Free List Of "49 Benefits Of Hiring Older Skilled Workers"

How To Evaluate Your Career Resume's Strengths & Weaknesses (SWOT)

noreply@blogger.com (Anonymous) — Sat, 13 May 2017 15:54:00 +0000

SWOT Analysis:Evaluate Your 7 Strengths & 7 Weaknesses

When speaking about a SWOT Analysis, this is a way of doing some serious self-reflecting and figuring out what your internal as well as external strengths and weaknesses are. Think of it as a pro and con list about you!

SWOT stands for strengths, weaknesses, opportunities, and threats. While we are hesitant to use the word “weakness” as it is very negative, using the word “shortcomings” doesn’t make as catchy an acronym (SWOS) as SWOT!

Here are a few ideas when it comes to constructing your SWOT

Internal Factors:7 Strengths - Internal positive aspects that are under control and upon which you may capitalize in planning for a new career. These would include:

Work Experience

Education, including value-added features

Strong technical knowledge within your field (e.g. hardware, software, programming languages)

Specific transferable skills (e.g., communication, teamwork, leadership skills)

Personal characteristics (e.g., strong work ethic, self-discipline, ability to work under pressure, creativity, optimism, or a high level of energy)

Good contacts/successful networking

Interaction with professional organizations

7 Weaknesses - Internal negative aspects that are under your control and that you may plan to improve. These will include:

Lack of Work Experience

Low GPA, wrong major

Lack of goals, lack of self-knowledge, lack of specific job knowledge

Weak technical knowledge

Weak skills (leadership, interpersonal, communication, teamwork)

Weak job-hunting skills

Negative personal characteristics (e.g., poor work ethic, lack of discipline, lack of motivation, indecisiveness, shyness, too emotional)

External Factors

Opportunities - Positive external conditions that you do not control but of which you can plan to take advantage. Here are some opportunities to list:

Positive trends in your field that will create more jobs (e.g., growth, globalization, technological advances)

Opportunities you could have in the field by enhancing your education

Field is particularly in need of your set of skills

Opportunities you could have through greater self-knowledge, more specific job goals

Opportunities for advancement in your field

Opportunities for professional development in your field

Career path you’ve chosen provides unique opportunities

Geography

Strong network

Threats - Negative external conditions that you do not control but the effect of which you may be able to lessen. These include:

Negative trends in your field that diminish jobs (downsizing, obsolescence)

Competition from your cohort of college graduates

Competitors with superior skills, experience, knowledge

Competitors with better job-hunting skills than you

Competitors who went to schools with better reputations.

Obstacles in your way (e.g., lack of the advanced education/training you need to take advantage of opportunities)

Limited advancement in your field, advancement is cut-throat and competitive

Limited professional development in your field, so it’s hard to stay marketable

Companies are not hiring people with your major/degree

To further refine the SWOT, here are some other questions to ask about yourself:

Strengths:

What are your advantages?

What do you do well?

Why did you decide to enter the field you will enter upon graduation?

What were the motivating factors and influences?

Do these factors still represent some of your inherent strengths?

What need do you expect to fill within your organization?

What have been your most notable achievements?

To what do you attribute your success?

How do you measure your success?

What knowledge or expertise will you bring to the company you join that may not have been available to the organization before?

What is your greatest asset?

Weaknesses:

What could be improved?

What do you do badly?

What should you avoid?

What are your professional weaknesses?

How do they affect your job performance? (These might include weakness in technical skill areas or in leadership or interpersonal skills.)

Think about your most unpleasant experiences in school or in past jobs and consider whether some aspect of your personal or professional life could be a root cause.

Opportunities:

Where are the promising prospects facing you?

What is the "state of the art" in your particular area of expertise?

Are you doing everything you can to enhance your exposure to this area?

What formal training and education can you add to your credentials that might position you appropriately for more opportunities?

Would an MBA or another graduate degree add to your advantage?

How quickly are you likely to advance in your chosen career?

Useful opportunities can come from such things as:

Changes in technology and markets on both a broad and industry-specific scale
Changes in government policy related to your field
Changes in social patterns, population profiles, lifestyle changes, etc.

Threats:

What obstacles do you face?

Are the requirements for your desired job field changing?

Does changing technology threaten your prospective position?

What is the current trend line for your personal area of expertise?

Could your area of interest be fading in comparison with more emergent fields?

Is your chosen field subject to internal politics that will lead to conflict?

Is there any way to change the politics or to perhaps defuse your involvement in potential disputes?

How might the economy negatively affect your future company and your work group?

Will your future company provide enough access to new challenges to keep you sharp -- and marketable -- in the event of sudden unemployment?

Explore your own self-perception of your strengths, but also put yourself inside a prospective employer's head as you consider your strong points. Avoid false modesty, but also be brutally honest and realistic with yourself. Start out by simply making a list of words that describe you; chances are many of these characteristics compromise your strengths.

One of your greatest strengths can love the work you do. Learning to "follow your bliss" should be a critical component of managing your career. Some people know from an early age what kind of work will make them happy. For others, nailing down the self-knowledge that leads to career fulfillment comes from a process of exploring interests, skills, personality, learning style, and values.

In assessing your weaknesses, think about what prospective employers might consider to be the areas you could improve upon. Facing your frailties now can give you a huge head start in career planning.

As humans, we find it relatively difficult to identify the areas where we are weak. But this assessment helps to identify areas where we may need to improve. If you identify a skill that you know is in your chosen field, but you are weak in that skill area, you need to take steps to improve that skill. Past performance appraisals and even your grades and teacher comments from school provide valuable feedback.

Doing a SWOT will not only help to guide you toward a specific career that you will enjoy, it will also give you an idea of how to market yourself so that you can get that dream job that you want. From this analysis, you will have a road map that shows you how to capitalize on your strengths and minimize or eliminate your weaknesses. You should then use this map to take advantage of opportunities and avoid or lessen threats.

After you've analyzed your strengths, weaknesses, threats, and opportunities, you should use that information to plan how to market yourself.

The marketing planning process entails a three-step process:

Determining objectives

Developing marketing strategies

Strategizing an action program.

Objectives — define your career objectives. What is your ideal job upon graduation (or the job you would like to transition to from your current job)? What are some other positions you could accept? What is your five-year career goal?

Marketing Strategies — a broad marketing strategy or “game plan” for attaining your objectives. What are the companies and organizations you’re going to target to obtain your objectives—your ideal job? How will you communicate with these firms? The strategies you identify should utilize all of the resources available to you, such as your personal network and a partnership with a mentor.

Action Programs — according to marketing principles, marketing strategies should be turned into specific action programs that answer a number of questions, including: What will be done? When will it be done? Who is responsible for doing it? Your key task here is setting specific timetables and deadlines for getting the career and company information you identified in the marketing strategy step.

So now that you’ve identified some key questions to ask when considering a career change, how do you know what the right career field is for you?

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20 Ways Older Job-Seekers Can Sell Themselves

noreply@blogger.com (Unknown) — Sun, 07 May 2017 15:30:00 +0000

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Are you an older skilled worker who has been through a couple of decades of cyclical job expansion and contraction? Then you should be able to gain a few pearls of wisdom from this article. We sometimes forget the benefits that older works bring to a potential (or existing) employer. You do not have to be in sales to leverage you strengths. So how about selling yourself?(Editor's Note)

1. You understand recessions: Older workers have seen hard times before -- the bursting of the 1990s tech bubble, recession in the early 1980s, the oil crisis of the mid-1970s -- and they understand that businesses have to adjust. Knowing, too, that expansions always follow, older workers can bring a steady perspective to a jumpy workplace.

2. You have a healthy fear of slowdowns: Sure, you've seen them before. Older workers' steadiness can be accompanied by a fair dose of worry: You know that downturns can last for long periods of time, and you've witnessed the obliteration of job security, so you know that you need to be increasingly ready and willing to do what it takes to keep your job.

3. You're willing to work part time: Older workers most crave flexibility, according to a RetirementJobs.com survey. Many want to spend more of their time doing things they enjoy -- traveling, perhaps, or playing with their grandkids -- and they're often willing to accept a part-time schedule or reduced hours. As employers increasingly cut back on hours, a willingness to be flexible can make a job seeker more attractive to a greater variety of companies.

4. You have real-life experience: Today, employers need workers who can hit the ground running, and older workers have more real-world, less theoretical experience, says John Challenger of Challenger Gray & Christmas. "They've been there before and seen more situations," Challenger says.

5. You want to be challenged: Forget resting on your laurels -- a Penn State study found that challenging work is the thing that older workers want most.

Click here to read part 2 of this article

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20 Years Younger. What Career Would You Choose? Recareering At Midlife:Dr. Helen Harkness (Video) , Part1

noreply@blogger.com (Unknown) — Sun, 07 May 2017 15:28:00 +0000

Dr. Helen Harkness asks: What would you do if you were 20 years younger?
Learn from a professional what it takes during a midlife career change to move from an old identity to a new identity. She started her new career at age 50. The race is not over. You can hit a new stride with the right midlife career change. The Starting line is here. (note: give it about 10 seconds to start) (Editors Note)

View Part 2 of Re-careering at Midlife Here.

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