Build a Better Career

Two Interviews - No Offers?

In my 50+ job search workshops, participants said that they were experiencing a very disappointing pattern. They were getting second interviews that were not resulting in job offers. I was curious about that. Obviously the interviewer or hiring manager had not seen age as a barrier, initially. So what happened? What I learned was that in each case, the second interview had included a tour of the workplace and introductions to other members of the team.

When a more experienced worker is introduced to a team whose members are primarily younger, it's important to quickly connect. Remember, when it comes to a new hire, the employer has three questions: Can you do the job (skills, abilities)? Will you do the job (work ethic, dependability)? Will you fit in (relationships, compatibility)? Your job, when you meet with potential colleagues is to demonstrate that you can fit in. It's essential to connect with them in the brief encounters you'll have. You need to demonstrate that, in spite of age differences (and years of directly related experience), you will be a likeable colleague.

8 Tips for Making Connections
   
    DO NOT:
       1. Talk extensively about your years of experience
       2. Boast about previous projects
       3. Talk down to those you meet (superior to inferior; parent to child)
       4. Let your age biases show (Think you don't have any? Think again.)

    DO:
       5. Listen more than talk
       6. Demonstrate interest; ask questions
       7. Make eye contact
       8. Use a person's name throughout the conversation

If these tips seem simple, it's because they are simple. It's about "other-centeredness" - taking the spotlight off yourself and shining it over there - on the person you are in conversation with at that  moment. Simple as it is, in the heat of the selection process - when your next job is at stake, it's very difficult not to be self-conscious, somewhat anxious, and focused on marketing yourself. This is one time when marketing yourself means being warm, friendly and interested in others.

For more about making connections, download the article at www.rcmassociates.com  What to say after you say hello to learn the many ways to make connections throughout your job search. Read about the conversation between Scott and Jack at a networking event and discover how Scott identified the conversation connectors. See how easy it is to have a meaningful conversation using that simple process.

How Boomers Bridge the Age Gap

This past week, as I presented to an overflowing room of 50+ job seekers in Rochester,NY, the concern was the same..."How do I get a hiring manager to see that I can be of value to the organization, that I'm not over the hill?

So here's the point - it's not about being young; it's about being contemporary. (contemporary:Belonging to the same period of time: (Heritage American Dictionary)

So here are my 5 tips for being cool (up-to-date, with it, current):

1. Read  the business section of the  area newspapers. What organizations are creating new products, changing business strategies, developing new positions, or adding to their menu of services? Who is relocating, expanding, downsizing? What new businesses are being featured? Not only is this a great way to identify job possibilities, but in the context of being contemporary it keeps you "in the know."

2. Be aware of what's happening in your field. Have organizations changed the way they perform the functions related to your work? What new systems or programs are becoming increasingly popular? Read FastCompany, Wired, and Web 2.0 magazines. You'll find interesting  features about new business trends, progressive leadership and creative Initiatives. Browse other leading business magazines, also, but these are about as contemporary as you can get. There will be opportunities to subtly reveal some appropriate trend you read about. Actually, just mentioning that you read the magazines will be impressive.

3. Watch American Idol.  Okay that may be a little extreme, but if you can carry on a friendly conversation with the potentially younger manager or coworker, you can build relationships. So, know what's happening in their world - just a little. Think sports. (Women, take note) Bridge the cultural age gap.

4. Update your training.  Maybe you completed all of the professional certifications and degrees required for your profession - in 1990. Well, that's a long time ago in this fast moving, high tech world. To seem current, you need a recent educational endeavor on your resume. (Evidence that your brain didn't self-destruct at 49, as some would believe.) There are many opportunities for short training programs at community colleges. Attend a professional association presentation. Select something of interest to you that will also enhance your professional qualifications.

5.Volunteer. Contributing your services to a worthwhile cause will increase your confidence, add to your energy level and demonstrate that you are still "in the game".

For more information about strategies for the Boomer Job Search, consider our two-part teleseminar. It's packed full of effective strategies and steps that will give you the edge in this competitive market.

The Boomer and the Interview

Interviewing for a job can be especially nerve-wracking when we feel vulnerable in some area. That is often the case with the 50+ Job Seeker. If you find yourself worrying about age as a barrier to getting a job, the stress level goes up. Let's look at two factors over which you have control: (1)the image you present and (2) the answers you give.

The image and myth-busting.
In previous posts I wrote about stereotypes/myths that people carry about other classes of people. To counteract those mistaken assumptions, our job is to create a new image.

From "dated" to "contemporary" - It's about Dress, Demeanor, Disposition and Language.

• Clothing, Hairstyle, and Make-up all date us in one way or another. Ask younger friends if you need any "updating" in terms of makeup and hairstyle for women, facial hair for men.
• Show energy in the way you walk, greet people, and sit during the interview . Your interest in those you meet will take you a long way. From the person at the person cleaning in the hallway to the receptionist at the desk to the interviewer, giving your name, extending your hand, smiling, making eye contact are all relationship building.

From "biding time" to "commitment" - Is this just a pass-through to retirement?

• The fear is that you will be "on vacation" while employed. Name current activities to show you are "still in the game."

From "unproductive" to "productive"

• Show energy, enthusiasm. Emphasize activity level. Subtly reference your solid attendance record. Cite accomplishments that show initiative and resourcefulness.

From "cost" to "value"

• Show readiness to hit the ground running. If training is required, emphasize eagerness to learn, mention recent training.

From "peer mismatch" to "colleague"

• This is a critical factor in being considered for the job. More on this in the next post...

Age Discrimination: Debunking the Myths Pitfalls and Perceptions Part III

Okay, so you’ve addressed the issues regarding the Older Worker Myths in my previous post. Now let’s look at a couple of others that influence hiring decisions

One stereotypical view often held by younger workers is that older workers are less adaptable. This is particularly true if you have been at one organization for many years. The fast pace and constant change associated with the workplace to day is challenging. As companies try to do more with less, employees often wear several hats and handle multiple projects at any given time. Consequently, hiring managers look for the ability to change quickly and to successfully monitor many projects.

So what can you do?

Debunk the myth that an older, more experienced worker not adaptable.

If your previous experience required you to manage multiple projects, make sure that you speak about that in your interview.

How many new bosses have you had – each with a different management style? You had to adjust to those changes in order to be successful.

If you held different positions within the organization, you resume will reflect that. In the interview, point out that you may have been with one organization but you managed career changes within it – adapting easily to each.

And speaking about the interview, it’s absolutely essential that you are prepared to dispel myths, but you cannot count on the interviewer to ask the questions that would allow you to do that. Check a later post for more about how to manage the interview.

Debunk the myth that all older workers dislike, and are not skilled in, the use of technology.

Note: If this is true for you, then choose wisely those positions for which you apply. You can only change this perception if you genuinely do appreciate the use of technology and can demonstrate some level of skill with various commonplace programs.

1. If you have had little experience with the basic workplace programs and systems such as Windows Microsoft Office (Word, Outlook, Excel) and Web Browsers, become familiar with them. Take short courses at the community college; get a family member to schedule training with you in exchange for a dinner out or babysitting or….
2. If you get training through any formal education program, put that on your resume. It highlights your willingness to learn and your technical training.
3. Having no experience with the latest technological developments in your specific field, will be a barrier to employment. As with any requirement, you either can meet it or you cannot. If the job you want relies on specific technology you must get training in it. Otherwise, you will not be able to compete for that job.

Debunk the myth that older workers have more accidents and use more sick time.

National attendance records refute that belief. Older workers have better attendance than younger workers. (Source: Institute of Electrical & Electronic Engineers – USA)

1. If you have had a stellar attendance record, cite that in your cover letter. There are subtle ways to do that. For example: “I have consistently shown a dedication to the mission of my past employers as demonstrated by my outstanding attendance record and performance review ratings.” Write it as it applies to you, but don’t overlook this opportunity. The interview is another place to comment on your attendance.
2. Since this myth is based on a belief that older is weaker, be sure to present an image of energy in all of your encounters with potential employers. From the moment you walk in the door for an interview until you walk out to your car, stand and walk erect, sit leaning forward, and greet everyone you meet with enthusiasm.

Watch for my next post: The Older Worker and the Interview.

If you are tempted to comment, please do not resist. Your comments add value.

Age Discrimination: Debunking the Myths Part II

Pitfalls and Perceptions

In my previous post, I listed the myths that exist about “older” workers. Now, let’s look at ways to avoid the pitfalls and debunk the myths.

Pitfall #1: Holding stereotypical views of “younger” workers.
In my seminars for the boomer generation, I ask participants to describe characteristics of younger workers. It’s both interesting and surprising to them when they realize that their assumptions about younger workers are every bit as biased as the prevalent beliefs about older workers. Wow! What an insight! This is a significant breakthrough because being unaware of these biases decreases the possibility of a job offer. If you go into an interview with biased perceptions, they will show up in ways that destroy your chances of getting an offer. For example, you may “talk down” to the younger staff and appear as patronizing. You may not listen closely and appear to “know it all.” You may dismiss their views and act paternal or maternal. These behaviors are common to the older worker and nothing will put you out of the running faster.

So what can you do?

Debunk the myth that an older worker will not be able to work with younger workers.

1. Become fully aware of your biases
2. Erase all negative assumptions from your thoughts
3. Monitor your behavior.

Not easy, but essential! Nothing dismisses a candidate more quickly than the belief that he or she would not “fit” in a more youthful workplace. Remove the fear that you cannot relate to others in the organization or that you will not be able to work with a younger manager. Unless you do that, you will decrease the probability of getting a job offer significantly. In fact, I believe that unless you can get in touch with your own biases and remove your negative assumptions of younger workers, you stand no chance of getting an offer with a younger organization/department. So listen and avoid the temptation to give advice. Show respect for their work and ideas. Think of them as you would any colleague. Treat them with the respect that you would like to receive.

Pitfall #2: Failing to demonstrate recent professional development.
If your resume does not reflect any professional training beyond your degree of 10 years ago, you are vulnerable. Today’s younger workers value up-to-date skills development. They plan to be marketable and promotable. In some studies, college graduates indicated that this was the primary factor in their choosing an employer – before salary. It’s a fast-paced world of work and younger workers know that. So, while a degree earned in 1998 might seem current to you, it may not fly in the workplace today.

So what can you do?

Debunk the myth that older workers are outdated or unable to learn new things.

1. If you participated in recent in-house training provided by your previous employer, and do not show that on your resume, add it.
2. Be prepared to discuss any recent workshops or courses that would have relevance. Relevance is situational: in some cases, it is important to mention recent learning experiences even when they are not directly related to the position you seek. It is a way of showing that you are a life-long learner and not a “closed book.”
3. If you have not taken any training in the past ten years, then find a two-day workshop, teleseminar or a college course. List that on your resume - even if the course is “in progress.” This demonstrates your commitment to your work and your ongoing ability to learn.

In the next post, I’ll discuss three additional common pitfalls and how to avoid them.

If you are tempted to comment, please do not resist. Your comments add value to the discussions.

Employment Age Discrimination: Fact or Fiction? Part I

Age Bias - Fact or Fiction?

In my Career Transition workshops, I meet many jobseekers of the boomer generation. When I ask if anyone has experienced age discrimination in the hiring process, usually, 3 – 4 people speak about their experiences. When I ask them if they know for certain that their failure to land the job after an interview was a matter of age, few have actual evidence. In most cases, the candidate just has a “feeling” that he/she is not being selected because of age.

So what’s the truth? Does age bias exist? Yes, of course. Is it always the reason for not getting an offer? No, it is not. But when age is the deciding factor, it is usually based upon the following stereotypical assumptions about older workers.

• Older workers aren’t adept at technology.
• Older workers have more accidents and use more sick time.
• Older worker skills and education are not up-to-date.
• Older workers are over-priced, have low energy and can’t work with younger workers.
• Older workers are less productive.
• Older workers aren’t adaptable.

Actually, each one of these assumptions can be refuted with facts. None is true about every person over 50, but any one of them could be true about someone. For instance, John, (53 years old) is seeking a salary that is beyond what many companies can budget. Mary has not updated her training and professional abilities since she got a B.A. in 1963. And Jerry has no experience with technology beyond email. Those are real deterrents, but they are not characteristic of all older workers. Unfortunately, stereotypical views do not make distinctions. So what is the boomer generation to do?

Shed the Stereotypes

If it doesn’t fit, don’t wear it! If you do not fit into any of those stereotypes, distinguish yourself. For instance, regarding technology - be prepared to talk about the software programs required for the new position and give examples of your experience with them. Mention your unused sick time, your most recent training, the extensive work load you carried, and the many new managers you worked for – each requiring that you successfully adapt to their varied styles. In other words, give examples of your work experience that refute the stereotypes.

Be “cool”, Not Dated

Technology permeates the workplace today and is second nature to younger generations. If your technological expertise is limited, broaden your knowledge. Go to the library and look through the PC magazines. Learn the jargon. Know about projected advances. Read FastCompany magazine and learn about cutting edge organizations. Help the interviewer get past the stereotypical belief that the older worker is outdated; present a contemporary image.

What the Hiring Manager Wants to Know

Keep in mind that the organization wants the best person for the job and selection is always based upon the following three questions:

• Can you do the job? (Do you have the knowledge, skills and abilities to successfully handle the work?)
• Will you do the job? (Are you dependable, committed, healthy, a self-starter?)
• Will you fit in? (Can you work with a younger work force?)

It’s up to you to demonstrate your ability in each of those areas.

In my next post, I’ll discuss how older workers unintentionally self-handicap and offer suggestions for preventing those mistakes.

If you are tempted to comment, please do not resist the temptation. Your comments add value to the discussions.