Today is: Monday, August 3, 2020      |     Our next publication day: Wednesday, August 5, 2020

How Older Job Seekers Can Increase Their Tech Savvy

by Amy Bergen at idealist.org

As organizations switch to work-from-home models in the wake of COVID-19 and interviews, on-boarding, and professional development all continue to go virtual, technology has become an even more important piece of the job search puzzle.

    While job seekers of all ages may struggle to keep up with the tech-centric "new normal" those in the 50+ demographic also deal with the ageist stereotype that older job searchers don’t have strong technological skill sets. To combat that cliche, you may consider brushing up or expanding upon your computer skills.
 

How to Find Jobs on LinkedIn

by JoAnne Funch at business2community.com

LinkedIn still remains the number one social platform for the job seeker and according to the 2018 Jobvite Recruiter Nation Study, 77 percent of recruiters regularly use LinkedIn to find candidates.
    Knowing what recruiters are looking for and how to approach a recruiter can make all the difference in increasing your odds. Even during challenging times such as the enormous layoffs caused from the COVID19 pandemic, there are jobs.

How To Jump Start Your Job Search

With Advice From 15 Career Experts

by Jack Kelly at forbes.com
 

Like millions of other Americans and people throughout the world, you may have found yourself in between jobs due the effects of Covid-19. It's a challenging spot to be in, especially as we’re in the midst of an outbreak resurgence causing the reclosing of businesses and headline news portending doom and gloom. 

    Before you start your job search, take a deep breath and don’t panic. You can and will find a new job. 
 

Our next edition…

How To Expand Your Network

For Job Search Success

by Erica Tew Aaron Sanborn at workitdaily.com
 

Networking is vital to job search success. Networking can lead to referrals, identifying jobs that aren't yet posted, and securing informational interviews. They can also lead to future professional references.

    These results can give you a competitive advantage and help you progress towards your career goal. Networking platforms like LinkedIn and Twitter are tools that can help you effectively expand your network.
 

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Grounded

Older workers are far more likely to stay in their jobs than other generations

One thing that almost certainly keeps Human Relations personnel awake at night is the fear that the new person who they just hired will fly the coop within a few months or a year.

    Their fear is well founded. The cost of replacing employees is huge. According to the Center for American Progress, the cost to replace a mid-level manager is close to $10,000, and to replace a $10-an-hour retail clerk, it costs the company nearly $4,000.

    They had better get that new hire right. And you can help!

    There is much research showing that older workers are far more likely to stay on the job than any other generation – not just millennials. Gallup reported 21 percent of millennials say they've changed jobs within the past year while the median tenure for workers over 55 is 10 years. The National Association of Working Women found that mature men and women have an 88 percent lower turnover rate than younger workers.

    That can have an enormous impact on an employer – from how smoothly operations run to the high cost of replacement and training. Gallup estimates that millennial turnover alone costs the U.S. economy $30.5 billion annually.

    And companies know this. That’s one reason why a typical interview question remains, “Where do you see yourself in five years?” For the older worker, the answer to that question is easy: “Right here!” In fact, it’s much more likely that the person asking that question is the one who won’t be here in five years.

    Some college placement offices are even promoting this concept. New college graduates are being told not to stay in one job for more than 3-5 years. Their advice is no matter how things are going with that employer, after 3-5 years, it’s time to move on.

    There are many advantages to hiring older workers and stability is one. It’s one of the most productive and one of the most cost effective reasons for the employer to hire the older worker.
 

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