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Monday, April 24, 2017

Don't Trust Anyone Over 30! The Times Have Changed

5 Tips to Beat Age Discrimination - Online Workshop -  Register Here 

Was your career booming in the 70’s, 80’s & 90’s? 

 “Don’t Trust Anyone Over 30”  Remember the line? It was from the cult movie “Wild in the Streets."

In this 1968 film, those over 30 were put in concentration camps to finish out the rest of their lives taking LSD. For some job seekers, that is the only explanation for today's job market - a bad LSD trip! It's hard for many us who are 40,50, 60 and even 70 years old to watch Father Time move forward at seemingly faster than light speed. Wasn't it just 1975?

Back in the day, there was an abundance of exciting and well paying jobs for both those that attended and did not attend college. Since 9/11, the brakes have a distinctive screeching sound and smell of burning rubber. As if the pads need to be replaced all too frequently. 

 The facts are: 
  1. There are fewer jobs today that are just right for you. 
  2.  Many are lower paying jobs.
  3.  Many require new job skills.
  4. The jobs are not as rewarding for most It can be very discouraging.
 It starts feeling like the hamster that keeps running round and round on its metal wheel. BUT! Yes, I know you knew there had to be a BUT. The world can still feel abundant for those that seek out new opportunities. Yes it is harder, and we are perhaps a little more battle worn, but every day there are millions of jobs available for the taking. Currently,there are approximately 4 million unfilled jobs according to Forbes. 

 To successfully get hired is no longer a straight line. It is a path that requires highly trained skills that few either have or are willing to learn. 

 So lets touch on 5 Habits To Beat Age Discrimination in Hiring that, from our perspective, separate the ultimate winners from the rest during a successful job search.
  1. Establishing a grand aggressive job search plan over 90 days. 
  2. Creating a resume and Linkedin profile that represent your most current and relevant accomplishment, not just your skills. 
  3. Really being comfortable with the technically tools in today's world. Not as a an abstract basis like you studied it in a text book. But your body smells of it.
  4. Practicing/Rehearsing- interview questions over and over and over. Answering the tough questions that could be based on your age. 
  5. Networking at strategic and stratospheric levels. Local physical networking, phone , Facebook, Linkedin connections, groups, Twitter and more. Finding who the decision makers are not just the HR blockers and tacklers. 
 Why you should: Because if you don't, you're fighting without the arsenal to win. 

 The facts are still here: 
  •  7.4 % unemployment rate Average duration of job search for unemployed workers age 55 to 64 was 11 months.3 months longer than age 24-36. 
  •  4.2 million people are unemployed over 27 weeks. 
  •  Younger workers unemployment is more severe than older workers: avg 16.8% vs 5.6%
 AARP's most recent study indicated that approximately half of those surveyed believed that age discrimination was part of the reason they were unemployed. If you want to start practicing the 5 Habits now, just start with some of these tools. They work when practiced. But that's up to you. Enjoy your Labor Day at the beach, In the mountains, on the lake or just at your family barbeque. Tuesday will once again be race day. Are you ready to compete? Tell us about your own experiences in your job search in the comments below.

Not a Good "Cultural Fit?"

"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? 

How you can BEAT AGE DISCRIMINATION


  • Keep Your Job Skills Up-to-Date: Take your personal job hunting skills assessment test. FREE. Click Here.
  • “5 Simple Tips to Beat Age Discrimination During a Job Search." FREE. Click Here.
  • Find out the 49 Benefits To Hiring An Older Skilled Worker. FREEClick Here.

Saturday, April 1, 2017

Is A Resume Embellishment An Exaggeration Or Lie? Confused?

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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    To see complete article and listen to audio visit:The Wharton School


    Free List Of "49 Benefits Of Hiring Older Skilled Workers"





    14 Job Interview Problems & Solutions for Baby Boomers

    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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