Today is: Monday, January 15, 2018      |     Our next publication day:  Wednesday, January 17, 2018

“Ageless Job Search” Aiding Over-50s Back into Employment

by Barry Toberman at thejc.com

“Why Won’t a Company Hire Me If I Offer More Experience than They Require?” & “Why Won’t a Firm Meet with Me If I Earn More Money, but Will Take Less"

by Jack Kelly on LinkedIn
 

Workers Over 65 Projected to Be
the Fastest-growing Workforce Segment

by Valerie Bolden-Barrett from hrdive.com

Follow the Money

More help for the 50+ job seeker:

I’m often asked a very reasonable question by candidates that, unfortunately, warrants a disconcerting and unsatisfying answer.

    The question usually entails two parts: “Why won’t a company hire me if I offer more experience than they require?” or “Why won’t a firm meet with me if I earn more money, but will take less for the job?”

    Job seekers will be flexible for a less paying and demanding position due to a variety of reasons.

Employment support service Resource is responding to increased demand from the over-50s by launching “The Ageless Job Search”, designed to tackle age-related barriers in the workplace.

    Chief executive Victoria Sterman says the charity is currently assisting 50 people in that age group and has “records on our database of 750 clients over the age of 55 who have successfully secured employment in recent years with our support”.

    Some of their stories will be shown on video… (during) which Baroness Altmann will speak on the value of older workers.
 

The workforce is aging, with more older Americans working now than in previous years, according to a Senior Living report citing U.S. Bureau of Labor Statistics figures. In fact, Americans aged 65 and older are projected to be the fastest growing workforce segment through 2024.

    The top five occupational categories for older workers are management; sales; office and administrative assistance; transportation; and education and training. Older workers in management numbered 1.4 million in 2016, accounting for a 31% increase in older workers overall since 2011.

    About 260,000 older workers held production jobs in 2011, but grew by 36% to 354,000 in 2015. 

One of the most often invoked reasons for not hiring a mature candidate, such as yourself, is that you will be too expensive. A good friend was told – as he was being let go from a Fortune 500 company after 25 years – “We can hire two people for what we’re paying you.”

    And they may be right.

    So what’s a body to do? How do you counteract your financial needs with those who are young enough to be your children, but don’t have the financial responsibilities and commitments that you do?

    The answer may lie in the hiring manger’s rationale for hiring you in the first place – why they hire any candidate – of any age. They want the right person for the job. And they want to compensate that person based on how well that individual will contribute to the organization; and what value they bring to the table.

    Of course they don’t want to pay you what you may think you’re worth. They want to spend as little as possible. That’s part of their jobs – to be fiscally responsible.

    Of course you want more money (who doesn’t?) But don’t expect to get paid more simply because you’ve been around the block a few times.

    The key lies in how you respond to the question of your financial worth. As with most business decisions, it all comes down to ROI – return on investment.

    What do you bring to the table? What more can the company expect from you in return for the extra money you want? In other words, if you want more money, if you think you’re worth more money, you had better have a convincing argument as why you’re worth it.

    It’s goes beyond just having experience. What have you done with that experience? How will your new employer benefit from this experience? How will your experience enable you to do your new job faster, more reliably, etc.?

    Are you worth more money? Maybe so, but you’re going to have to fight for it. You’re going to have to demonstrate to them what they’re getting for their money.

How Long Does It Take to Find a Job?

Amy Lindgren at The News-Sentinel

If you resolved to find a job in the new year, then you’ll be interested in the timeline question. As in, what’s the average timeline for a job search? Not surprisingly, the answer can be quite nuanced. The length of a search can be influenced by everything from geography to industry conditions to the national or local economy.

    Despite these variables, study authors do attempt to provide averages for the length of a job search, with conclusions ranging from weeks to years to “It all depends.” That last answer is the one I believe in, given the issues related to data collection.

    Here’s an example I share frequently with job seekers concerned about their ages.

Advice for job seekers over 50

More job search assistance can be found in the Nifty50s library.

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More job search assistance can be found in the Nifty50s library.