Today is: Wednesday, September 11, 2019 | Our next publication day: Friday, September 13, 2019
Older Workers, Be Proactive
by Liz Weston at columbian.com
Many people plan to work past normal retirement age, by choice or necessity. But most aren’t taking the steps that could increase the odds they’ll be able to do so.
When asked what they’re doing to ensure they can continue working past 65, fewer than half of employees polled in the 2019 Transamerica Retirement Survey of Workers say they’re trying to stay healthy. Similar numbers cited performing well in their current positions (43 percent) or keeping their job skills up to date (40 percent). More than 1 in 4 workers say they aren’t doing anything to ensure they remain employed longer. MORE
20 Ways to Power Your LinkedIn Profile
for a September Job Search
Simple ways to update your LinkedIn profile and prepare for a fall job search
By Wendi Weiner at thriveglobal.com
Summer is over, the kids are back in school, and you’re ready to launch a job search for the first time in more than a decade. Resumes look different, the job search process is different, and now you must use LinkedIn to get seen and noticed. It can be daunting, overwhelming, and stressful. With corporations and executive teams already planning year-end goals and new-year initiatives, September and October are the busy fall months for job searching and landing a new opportunity. Here are 25 tips and strategies that you can implement to power your personal brand and LinkedIn profile.
How Job Seekers
Are Curating Their Social Media Presence
by Andrew Hutchinson at socialmediatoday.com
Have you ever gone through and deleted certain posts from your social media profiles when applying for a job?
You likely should - according to research, almost 70% of recruiters check out candidates' social media profiles when assessing their suitability for a position, and with such insights readily available, it makes sense that people who are looking to invest in you as an employee would be interested to know as much as they can.
It may seem unethical, but it can provide valuable information. And if it's there, employers are going to use it. MORE
Summer's Over: Here's Why It's The Best Time
For Job Seekers And Hiring Managers To Act Now
by Jack Kelly at forbes.com
Labor Day has come and gone, which means that summer is “unofficially” over—and that’s great news. To clarify, it's good news for those who are career motivated.
The first week of September is similar to the beginning of January. It's a time to start anew. September is one of those benchmarks, like an anniversary, where we stop and take stock of our lives. In this instance, we think of where we are in our careers and where we are headed. MORE
More help for the 50+ job seeker:
What’s it Worth
Filling a job opening is very costly. So is not filling it.
There is a lot of data from a lot of studies that talks about the costs associated with hiring someone.
According to the Society of Human Resource Management, the cost to replace a $40,000 a year manager can range from $20-30,000. Even replacing a $10 an hour retail worker can cost an employer more than $3,000 says the Center for American Progress.
These are significant costs so the employer wants to be certain that they’re getting the right person for the job. In part, if they get it wrong, the cost to fill that one position is now compounded.
So it’s in the employer’s best interest to hire someone. Without that person, something doesn’t get manufactured; something doesn’t get sold; something doesn’t move through the company or the process the way it should. Something can be very expensive.
But why should they hire you?
Any number of people can get the job done. What’s your value proposition? Can you deliver to the employer value that exceeds the cost to keep you? One recruiter stated, “Would you pay someone $50,000 to solve a $50,000 problem?” That’s a break even for the employer. Without additional value, they might be better served to leave the job open.
What’s the cost of not hiring you? Will the product still be manufactured? “Yes, but I’ll do it faster and better.” Will the product still be sold to my customers? “Yes, but I’ll find you more customers so that we can sell more product and gain greater market share.”
Will I need get someone to put in a full 8-hour day? “Not only will I give you eight hours, I guarantee that I’ll be here on time, everyday, and make more widgets during that shift than you were getting before.”
The bottom line is that if you can convince the interviewer that you can provide more value than you will be costing the company, they will leap at the chance to hire you.