Today is: Wednesday, September 4, 2019 | Our next publication day: Friday, September 6, 2019
Late Bloomers Have Plenty to Offer Employers
New book uses science of brain development to make case for older adults
by Kenneth Terrell at aarp.org
At an event held at Stanford University in 2007, Facebook CEO Mark Zuckerberg, who was in his early 20s at the time, notoriously declared that “Young people are just smarter.” His remark has reverberated through workplaces in the tech industry and beyond ever since, as employers look for talent who can help their businesses navigate rapid change.
But the idea that younger workers are more innovative, more talented and more valuable hurts the career opportunities available to older adults, particularly those who may produce their biggest achievements later in life. MORE
Poll: Older Workers Fearful for Jobs Amid Ageism
By Christopher Quinn, Atlanta Journal Constitution
Age discrimination in the workplace begins to show up early, for some earlier than 45 years old, according to a new survey of 1,000 workers.
Fairygodboss, a website aimed at women workers that offers advice and reviews of employers, released survey results in July. The report says: “We initially set out to see if there were any differences in the ways men and women experience ageism and while there were a few notable differences, there are far more similarities.” Fairygodboss noted that the segment of workers growing faster than any other in the U.S. are those 65 and older. MORE
Coming Back from a Layoff
by Hannah Goldenberg at sparkhire.com
As the world advances, positions, departments, even whole companies and industries are replaced with new, more technologically advanced businesses. Getting laid off is a natural consequence of progress; you’re not to blame.
And you’re not alone, the Bureau of Labor Statistics reports 1.5 million people are laid off each year.
How To Succeed In Your Next Job Interview:
The 5 Step Story Strategy
by Chris Westfall at forbes.com
In every job interview, you will be asked situational questions - questions that ask you to describe what you did in a particular circumstance. The interviewer will offer a variation on this theme: "Tell me about a time when..." or "How would you describe a situation where...." The purpose of this line of questioning is to allow the interviewer to see your thought processes and understand how you behaved (typically under pressure). I wanted to share this strategy so that you can create every opportunity for success in the interview. Because I've seen this five-step strategy create powerful results, from the college campus to the C-suite, all over the world. In coaching thousands of aspiring leaders, scientists, engineers and executives, I've discovered one thing: success starts with your story.
More help for the 50+ job seeker:
Do You Want
to Get Hired?
Consider what the employer
It’s a given. You can’t do a job search without a resume. Can you get by without a cover letter? In some cases, yes, you can. Other times, not so much. No matter what, they’re both important.
What about networking? A crucial element of any job search is networking. You have to work your network. You have to expand your network. Your network can unearth many diamond-in-the-rough opportunities about which you never knew existed.
We could go on from there but, suffice it to say, there’s a lot that goes into your job search. And the importance of each element will rise and fall from one job seeker to another, from one opportunity to another. One never knows.
But when all is said and done, there is still one basic truth in job seeking. After all the cover letters have been drafted; after all the resumes have been tweaked and perfected; after all time and effort that is invested in networking, it all comes down to this one thing.
Employers are hiring you, not your resume (or anything else.)
You can have perfected all of the above elements and so many more that we can’t even mention them all, yet it all comes down to you. You are what the employers are taking a risk on. You are what the employers are investing their time, money and effort into.
They’re hiring you because of what you can bring to the table. They’re hiring you because of what they feel that you can do for them. If you can convince them that you will solve their pain, you’ve got a lock.
Resumes are just pieces of paper. They can’t solve problems. But, you can.