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Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
Older Workers and pre-Retirement
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Older Workers and pre-Retirement

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Boomers and pre-Retirement - How to Make a More Successful Transition to Flexible Work Options, Fun and pre-Retirement

Boomers and pre-Retirement - How to Make a More Successful Transition to Flexible Work Options, Fun and pre-Retirement

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  • Also starting to be known as the ThirdQuarter (50-75 yrs old)
  • Globe and Mail; Wed May 26, 2010  Population Ratio, Jill Mahoney
    For the first time ever, senior citizens will outnumber children by 2021, according to new population projections from Statistics Canada.
    The estimates, released Wednesday, indicate the population of over-65s will more than double, from 4.7 million in 2009 to between 9.9 million and 10.9 million by 2036. Seniors will surpass children aged 14 and under between 2015 and 2021.
    “The ageing of the population is projected to accelerate rapidly, as the entire baby boom generation turns 65 [by 2036],” Statscan said in a release.
    Canada’s changing age structure will affect many aspects of society, from health care to pensions. Indeed, Statistics Canada said the ratio of working-age people to seniors would decrease from five to one in 2009 to about 2.5 to one by 2036.
    The national statistics agency said seniors would account for between 23 per cent to 25 per cent of the overall population by 2036, nearly double the 13.9 per cent recorded in 2009. As well, the proportion of the population aged 15 to 64 – the traditional work force – would decline from about 70 per cent to 60 per cent.
    Statistics Canada said the population would age rapidly until 2031, when the last of the baby boomers will have turned 65. It also said that deaths would increase during the entire period from 2009 to 2036.
    In addition, Statscan said the overall Canadian population would exceed 40 million by 2036, ranging from 40.1 million under its low-growth scenario to 47.7 million under its high-growth scenario. The population was 33.9 million as of January.
    Statscan’s population projections are based on varying assumptions on fertility, mortality and immigration levels. Regardless of the scenario, it said that immigration would represent a larger share of population growth. According to medium-growth projections, Canada will receive some 333,600 immigrants a year by 2036, compared with 252,500 in 2010.
  • [From US News & World Report] Baby boomers have redefined every life stage they have passed through, and retirement will be no different.  According to this report in US News, there are ten important differences between boomer retirement and retirement for earlier generations:
    Longer life
    Because of increased life expectancy, boomers will spend more years in retirement than previous generations.  Some boomers will actually spend more time in retirement than they did working.
    Lack of pension
    The traditional pension is a thing of the past for many boomers.  In 2006, only 17% of people retiring had traditional pensions, down from 40% in 1975.
    Need to actively manage investments
    Because most boomers will rely on their own RRSP’s for retirement income, they will have to actively manage their retirement nest eggs, making critical decisions about asset allocation and risk throughout their lives.
    Continued work in retirement 
    Out of necessity or choice, many Americans will continue to work in retirement.  This will lead many to explore alternative careers or to give back to their communities. Many will choose to retrain for second careers that could last a decade or more.
    Active lifestyles 
    Many baby boomers see retirement as an opportunity to pursue adventurous life experiences that they didn’t have time for earlier in life. 
    Retiring with debt 
    Significantly more boomers are retiring while still owing money on their homes or credit cards that was the case in previous generations.
    Dealing with being in the “sandwich” generation
    Boomers will have to balance caring for aging parents, helping adult children, and taking care of their own needs.
    Reduced Social Insurance benefits
    The value of Social Security benefits will be lower for boomers than for earlier generations due to the changing formula for retirement age and benefits.
  • So we’ll discuss them from two slightly different perspectives
  • Whereas change is usually focused on the attainment of a new goal, transitions begin with a letting go of something, and that something is usually internal. It may be a belief, an assumption, or the way you view yourself, others or the world. The change may be your own choice (such as leaving your job or relationship) or someone else may decide for you, but regardless, the process is the same. Even when you decide to make an outer change in your life, that change is simply the outcome which your transition has prepared you for.
    Bridges suggests five aspects of the natural ending experience:
    disengagement,
    dismantling,
    dis-identification,
    disenchantment, and
    disorientation.  The process of letting go of the past can bring up feelings of sadness, grief and loss as well as some relief or anticipation about the possible new future.
    The Neutral Zone:
    The neutral zone is that in-between place where we lose our sense of relatedness and purpose. So much of who we are is tied up in the old way of life that we feel lost and empty without it. At this stage, there’s nothing new to anchor us or to give us any context or meaning, and that can be difficult, confusing and painful. Bridges suggests that many people literally go off into the “wilderness” during this phase. There’s a strong desire to be alone, to think and regroup. A lot of people report heightened intuition, personal insights and almost “spiritual” awakenings. I can readily recall The Turning Point in my own life and personally vouch for what Bridges describes in the neutral zone. I would wake up in the middle of the night……..every night…..thinking and analyzing, took up meditation, yoga, chanting, dived into astrology and spent a lot of time going for long walks on my own.
    For most people, the neutral zone is a decidedly uncomfortable place to be. People around you wonder what’s going on, and make comments that you’re not yourself. They might wonder when you’ll “snap out of it”. The most important thing I’ve learned from Bridges is not to try to rush through this phase. It’s important and necessary, but for a lot of people the natural response is to grab a hold of something – anything – new, in order to get out of that uncomfortable place. If sufficient time isn’t allowed for the dust to settle and the pieces to fall back into place of their own accord, the wrong decision can easily be made.
    New Beginnings:
    Finally, after the endings and the wading through the neutral zone, a re-birth happens. There’s no prescription for deciding when it’s time to re-enter the world or how to choose the next “right” path to follow of all the possible options. Bridges suggests that a new beginning can happen as a result of an external cue or an inner signal, but when it presents itself it will resonate with you. You will hear the `clunck`. Out of the formlessness of the neutral zone, a new form starts to take shape and step by step, you start to build a new reality with a new sense of self and possibly new ideals, beliefs and values. Bridges rightly points out that trying to start anew without doing the hard yards of endings and neutrality is a futile exercise that will only lead to more frustration in the long term. It’s like the person who jumps from relationship to relationship without stopping in-between to reassess why the same patterns keep occurring. But when the hard work is done, you can enter a new phase of life with energy and vigour.
    Snake Shedding Skin analogy or Trapeze artist
  • Need to “fake it till you make it”…. Often what they think is true, proves (once investigated) to be completely off the mark
    When younger – remind them they likely didn’t have enough experience. Well, they had to find ways to convince the employer they could adapt and learn. The same goes for now, being older. They have to convince the employer that they’ll fit in and not be bored, feel underpaid or try to take over! ALWAYS try to put yourself in the employers shoes. And, research the company. Use your network to reach out and find out the inside scoop. If “young” is the culture, you’ll either have to ramp up your knowledge of ??? or play the role until you get the job.
    Not what I recommend but… the whole job search game is just that… a game! You never really know if someone can do the job until you get them in it. Trades jobs have traditionally hired by demonstration of skills – do the job for a few days and, if you’re good, you’re hired. Sadly, just not practical for most companies to do their selection that way.
    Pros and Cons…. Make a list of each: The type of job they left vs. The type of work they want (to fit a different lifestyle)
  • It’s a Silent and Invisible Barrier…. Can’t get anyone to admit to it. Never really know if that’s what it is or…. If it’s there’s something else… such as…. NEXT SLIDE:
  • From my conversations with clients I think they underestimate how much this is a factor in them not getting the job.
  • (tires them out; can’t see the value in it) – need to become conversant in it, at least. Learn about it; buy a Dummies Book! Take a tutorial online – there are gazillions of them out there. Talk the talk… even if you don’t really want to walk the walk!
  • AGE is the consummate excuse! AARP video – show? If sound okay…
    Mostly related to fear and loss of confidence. Need to rebuild. Volunteering and networking can help but it’s sometimes like pulling teeth to get them out the door. Especially important for extraverts as they lose so much energy when they are alone all the time.
    Dig heels in and get defensive about their technical acumen (or lack thereof)
  • Think like a young person… remember what it was like when you were in your early 20’s and applying for work… you used to try and sound experienced, because “experience” was key and you often wouldn’t get a job unless you had some… (Now, you don’t want to seem like you’re overqualified or you likely won’t get the job either; you must relay the information that you are looking for new learning and …. If you have younger children,
    Be flexible…. So many older workers put restrictions on EVERYTHING…. Distance to work; payscale; >>>>
    Be Open to technology… you don’t have to Tweet every 5 minutes or spend all your time on Facebook and LinkedIn. But you need to be conversant with the latest and greatest. And try to understand the appeal. Sort of like our parents with the Beatles. And look where that took them!
    The internet is your friend…. Use it for researching social media and find tutorials (if you have younger children, get them to teach you) BE A LEARNER! And tell the employer you love to learn new things. It may feel phony but, if it isn’t true, maybe it’s time you made it true! Staying current is a huge
  • So here’s one of the two very simple exercises I want you to write down and do. I’ve found that they provide some very valuable insights for most of my clients… and I use them all the time.
    EXERCISE: If you were 85 years old sitting on your porch right now and gazing at a beautiful sunset (with a glass of wine!) … what’s the one thing you wish you had done in your career or worklife.
  • Something that can take a real beating during a career change or shift.
    Loss of who they were and a place to go everyday.
  • story: Came back to his old employer but in a different job…. (has been there another 6 years)
  • Especially for those folks who just want a job with NO RESPONSIBILITY!
    Recommend, if possible: take a few months off to get used to being “less busy” and to decompress from the high levels of responsibility (if longterm employment), can help but often this client will have trouble “not” going to work. It causes them more stress. They don’t know how NOT to go to work or have a daily routine. Can actually be detrimental to them. They need to relearn what they like to do when they are relaxing.
    Story about ??? and a few others: wanted to rush right out and get a job – any job (flag person course!)… had to talk them down! Told them it would feel weird for a few weeks (6 or so for most) but by then they’d start to feel they were getting the hang of it… and soon they would feel that they had no idea how they would go back to work.
    This is the better place to start working on their “PRE-retirement” planning and assessment phase. Once they’ve started to hone in on what it is they like to do when no one is expecting them to do anything!
    Correlates with Bridges Transition Phase – Neutral Zone
  • 1) This can be quite a radical move. Usually the client has had a desire to change for a long time. Often it is to increase their work-life balance. Or a way to work with spouse, who is also retired. Not always the best approach but some can do it.
    Same with the idea of becoming your own employer. Self-employment or contracting/consulting …
    Research, networking and doing your homework… often a number of years before you make the move … can be essential! If the idea is to start a B&B in a few years, don’t even think about it if you’re favourite thing to do every few months is to go stay at a new one. Market research is key. And that’s just one example.
    Build on pre established interests = a greater chance of success in any pre-retirement pursuit
    You might have to do an Interest Inventory and other assessments to help clients with this…
    Top 5 Things Exercise:
    2. Old career/ new slant … old saying: change is as good as a rest! This is similar to becoming a consultant, using expertise gained but working in a more project-by-project style so there’s more control and chance to take time off between jobs.
    Self employed  Employee
    3. GREEN option: Downshifting… transition on lifestyle at the same time as job changes.
    Leave the rat race behind and go back to nature.
  • A Guide to the Best Retirement Jobs
    More and more people are deciding to put off their retirement, usually due to economic necessity. Social Security doesn't provide a lavish lifestyle after all generally just enough to avoid abject poverty. Some workers have seen their expected pensions fail to come through when their employers went under. Some have had downturns in the stock market or other investments take a bite out of what was supposed to provide a comfortable retirement.
     
    Some older workers are lucky enough to already have a job, and so they simply choose to hold onto it. But there are also many people in their 50s, 60s, and even beyond who are on the job market, unemployed but looking.
     
    Some of these people were already retired or semi-retired, but have decided to "unretire," because they're having trouble making ends meet. Or in some cases older people return to the work force simply because they're bored and looking for a more productive, fulfilling way to spend their time.
     
    Jobs for people over 50 are sometimes called "retirement jobs," though perhaps "alternative-to-retirement jobs" would be more fitting.
     
    For those seniors and soon-to-be seniors who are on the job market, for whatever reason, here are some avenues to consider:
     
    1. Self-employment
    Sometimes the most promising route for an older person is not to try to convince someone else to hire them, but to start an enterprise of their own. With decades of life experience and work experience, an older person likely has many skills that could be the foundation for their own business.
     
    This can be a traditional brick and mortar business, but doesn't have to be. There is also money to be made through eBay and the Internet, or a booth at a farmers market or street fair. Someone who does crafts, sewing, freelance writing, gardening or small scale farming, etc. can take advantage of numerous outlets to sell their wares, and not have to worry about satisfying an employer.
     
    2. Consulting
    A specific form of self-employment is consulting. Someone who spent a long career in a certain field, but is no longer working full time in it, could be an ideal consultant for that field. This is a great way to put accumulated knowledge to work in assisting those following in one's footsteps.
     
    3. Sticking around one's last job
    Whether by the employer's choice or the employee's choice, there are times an older worker isn't destined to remain in their present job. However, this needn't be an all or nothing thing. According to a study by Cornell University, 75% of employers report that they would be willing to keep their older employees at reduced hours who otherwise would be leaving their employ entirely. 26% would allow those part time employees to retain their health benefits, and 40% would allow them to start drawing their pension if they kept working part time past retirement age.
     
    Most of these employers, though, don't make this known unless the subject comes up, and most workers don't know to inquire about such an option when they step down from their full time position.
     
    4. Online job search engines
    Older workers, just like anyone else on the job market, have nearly endless resources available online nowadays. Sites like Monster, Career Builder, and Craigslist post thousands if not millions of available jobs. These and other sites also have areas to post resumes so one can be found by potential employers instead of having to find them, as well as articles, posting forums, etc. to help with all stages of job hunting.
     
    But in addition to the well-known generic job sites, there are many job search engines that serve specifically older workers. Worth checking out are Retirement Jobs and Workforce 50.
     
    There are also plenty of relevant resources at the AARP site, which has a whole section devoted to older people in the work force, with material on job hunting, starting a business, the rights of older workers, and more.
     
    By Philo Gabriel
  • Not only is it a Herculean feat to get the clients on board, but the other piece of the puzzle – EMPLOYERS – is not making the job any easier
    http://www.workforce.com/section/recruiting-staffing/article/could-your-best-new-hire-be-recareering-boomer.html
    Hiring for transferable skills and knowledge
        A person who decides at midlife to strike out on a new career path is likely to find the traditional hiring process an unfriendly one, since it’s not set up to assess their transferable skills and abilities. John Challenger, CEO of the outplacement firm Challenger, Gray and Christmas, says that companies need greater sophistication in the way they look at applicants to make the most of boomer candidates who are in the midst of a career change.
        "Companies are not hiring people for their skills. They look for people based upon their last title, not their skill set," Challenger says.
        Gerry Crispin, co-founder of CareerXroads, a recruiting consulting firm in Kendall Park, New Jersey, agrees with Challenger. He does not assign high performance marks to U.S. businesses for recognizing the potential of career-switching candidates. The problem, as he describes it, is fixable if business begins to focus more on work design.
        "Each business needs a group that can rethink the job description. It starts with a much more flexible paradigm for how we design work to meet the business requirements. Once we define the work elements, then you can associate the necessary skills to meet the work objectives," Crispin says. When companies begin to consider those people who are shifting their careers later in life, the door is open to a larger base of candidates, and they must be evaluated in a slightly different manner.
  • Glenn (Mgr at lg Printing Company) – doing his old job one day a week – working out great (way better than being a flag person… not that there’s anything wrong with that) - keeps him in touch and allows him to travel and do a bunch of things he’s wanted to do for ages
  • Assessment tools are a good way to find good matches with volunteer positions.
    Strategic Volunteering – accountant example (extravert, out of work almost a year; needs to update his Excel skills and is going stir crazy if he doesn’t get some “people interaction” every couple of days. Needs to boost his confidence after a hard year of family problems and other issues as well as losing his job.
    1) Look for positions that align with a cause you value so you’ll be inspired to be there
    Make sure the client will be meeting people during the execution of the work (ie an extravert acct wants to help with the books at a busy non-profit where he’ll have people around each day to get his “human energy” fill, not taking bookkeeping home and exacerbating the problem
    If it’s to help client update tired skills, ensure that it will fit the requirements.
    Impresses employers, especially if you’ve been out of work for a while… the subtext is that you’ve been busy, and volunteering rather than sitting around all day watching the soaps.
  • Resumes:
    Job Posting: Checklist approach – can reduce the feeling that they’re not showing all their experience…
    Cover Letter: Personal recommendation – while many are downplaying and even throwing out the cover letter entirely, I say “Revision it!” Use it to make a pitch for you as an ideal match for the job you’re applying for. And do it with clear consideration: If your resume provokes lurking questions about you being …
    * Overqualified or Too Old or Would Want More $$$ than they have to spend….
    But again, if you get yourself a resume that answers the job posting and leaves out most of the rest of the stuff that might make you appear older or over-qualified,
    GOAL – is always to get your foot in the door so they can judge you more fairly and see you eye-to-eye!
  • This can be a way to help the worker disengage from their former identity as a specific job title; it’s an evaluative process to deconstruct the job posting and revision their work-life experience into a matching document to “echo” the job posting as closely as possible. Transferrable skills!
    The Checklist approach to job applications.
  • Downshifting in your 50’s and 60’s …… http://moneywatch.bnet.com/retirement-planning/blog/money-life/do-the-downshift-to-survive-your-retirement-years/670/?tag=col1;blog-river
  • Transcript

    • 1. Older Workers… Judy Marston - www.resumecoach.ca and www.ReInvention2Go.com 1 Copyright: Judith Marston, Nov. 4, 2010
    • 2. … due to copyright, licensing and confidentiality concerns on certain photographs and resume samples, some slides have been adjusted since the conference presentation. SUMMARY:  Stats/Forecasts  Types of Pre-Retirees Emotional issues/reactions and coping techniques  Pre-Retirement Work Options  Getting Employers on Board  Government Sites and other Resources to help this Demo Find Work  Inspiring Stories of Career Change 2
    • 3. A Smattering of Stats  In 2008, a baby boomer turned 50 every seven seconds.  There are currently 345,000 people in the world who are over 100 years old. By 2050, that number is expected to rise to approx. 6 Million! (source: Moneytalks.net radio program, May 15, 2010)  In recent years, very few new pension plans have been created in Canada for employees working in the private sector. (CARP President, Susan Eng – C-FAX 1070, May 17, 2010)  “If you're over 55, the US Bureau of Labor Statistics says you're likely to stay unemployed 30 percent longer than other workers.” 3
    • 4. Future Outlook  Statscan: Seniors to outnumber children by 2021 “More jobs than available workers by 2018” PR News In less than 7 years, one in five people in the workforce will be aged 55 to 64: http://www.cbc.ca/canada/story/2007/07/17/census-canada.html Population of older Canadians expected to more than double by 2036. 4
    • 5. Exactly who are these clients?  Baby boomers have redefined every life stage they have passed through, and retirement will be no different. According to this report in US News, there are a number of key differences between boomer retirement and retirement for earlier generations:  Longer life  Lack of pension  Need to actively manage investments  Continued work in retirement  Active lifestyles  Retiring with debt  Dealing with being in the “sandwich” generation  Reduced Social Insurance/Security benefits 5
    • 6. Two Types Typically Encountered… Workers who are leaving their current work situations …  Not by choice  By choice 6
    • 7. NOT BY CHOICE: Through job loss, termination, downsizing, illness/injury/disability, being offered an early retirement package etc. Some of the following can occur:  Transition phases – need coping techniques  Loss of identity and/or ‘ego assault’  Fear of change  Age concerns  Lacking in skills 7
    • 8. Phases of Transition – a la William Bridges 8
    • 9. Loss of Identity (Ego Assault)  Can be quite destabilizing for many  Watch for depression  Need to work through stages of Transition before leaping into job search and interviews.  Leaks out subtly 9
    • 10. Fear of Change (resistance)  Interpret rejection as a perceived AGE issue when in fact they may need to improve something else: technical skills, flexibility, keenness to learn new things and positive attitude.  Willingness to learn is key!  Review Pros and Cons of what they want now to help reframe ‘assumptions’ 10
    • 11. Age Concerns…  Applying for many jobs but not getting any offers  Starts to play on their self-confidence and self-esteem  Despondent  potentially developing into depression  Give up  Assume the worst but rarely ask for clarification / verification. 11
    • 12. NEED: to UPGRADE ‘tired’ (sometimes even non-existent) Computer Skills 12 Photograph removed for licensing reasons
    • 13. Another biggie…Resistance to social media and technology http://www.commoncraft.com/video-social-networking 13 Photograph removed for licensing reasons
    • 14. These kinds of resistances…  Often result in Excuse-amania!  And rampant Negativity Also known as BUT - itis 14
    • 15. Resources… AARP videos! http://www.aarp.org/work/job-hunting/info-05-2008/job_tips_for_50plus_workers.html 15
    • 16. Fear of ….  The Question: “Why did you leave your last job?” (especially if fired) and…  Networking and…  Not being honest about their experience (feel they’re lying when they don’t put EVERYTHING on their resume) 16
    • 17. Attitude Adjustment  Think Like a Younger Person  Be Flexible  Be Open to New Things (Social Media)  Keep Current – even if it means paying for it! (Training especially)  Prepare and Plan for the Interview  Reframe Value to an Employer  Don’t Assume “ANYTHING” 17
    • 18. And even when the change is by CHOICE:  Some of these responses may still need to be addressed/resolved: Transition phases Loss of identity and/or ego assault Fear of change ○ Age concerns ○ Lacking in skills But when it’s a personal choice clients can often overcome more easily because they accept some responsibility for the situation. 18
    • 19. Career Shift – from hyper busy to less stress/responsibility 19 Many “think” this is exactly what they want!  Will often get bored fairly quickly  Will not be happy with the low pay  Will work too many hours because they’re the “reliable” ones, so the flexibility they thought would be part of this job goes out the window!  Just naturally take on leadership roles even though they say they don’t want to  Damned if they do etc.
    • 20. And that sometimes proves to be not challenging enough so…  They may return to a more responsible version of their former career…  Or, their former career but in a different capacity… contractor/consultant, freelancer…  Or, to their original job exactly, or perhaps with reduced hours
    • 21. Recommend:  Take some time off! REALLY OFF! This can cause some people more stress. They don’t know how NOT to go to work or have a daily routine. Which can actually be detrimental to their longterm health. They need to relearn what they like to do and figure out HOW to relax! Because one day they will be truly retired. 21
    • 22. Three More Approaches 22 1) Complete Change 2) Career Shift (different but the same) 3) More and more common today The shift to a GREENER career, often done in tandem with a lifestyle change
    • 23. Cultivate an Entrepreneurial Mindset  For many, the new world of pre-Retirement work may look a lot like Self-Employment, if they want to maintain a certain level of pay. Contracting and Consulting Project-Based Work Work that offers more flexibility and money! But, for many, a very different “hat” than they’re used to wearing and not always a comfortable fit Issues Impacting Success: Clients often resist the networking and marketing/sales related components required to succeed 23
    • 24. And it’s not just Career Changers who have Some Changin’ to Do…  Employers are Way Behind the 8 Ball, too. Judging candidates based more upon their last title, than their skill set!  Need to reconsider and Look/Hire more for transferable skills and knowledge  Businesses don’t get high marks for recognizing the potential of career-switching candidates.  SOLUTION: businesses need to focus more on work design and rethink the job description. 24
    • 25. Initiatives being undertaken by AB and BC employers, as well as their counterparts elsewhere in Canada and around the world, include:  Targeting recruitment efforts at mature workers and keeping in touch with recently retired employees;  Offering flexible work arrangements, like telecommuting opportunities, part-time or contract work, or modified work weeks or work duties;  Offering mature workers opportunities to mentor younger workers;  Offering financial incentives; and  Fostering a workplace culture that is accepting of age diversity and respectful of the needs of mature workers, including reducing the physical demands of jobs. 25
    • 26. Canadian Resources Targeted at Older Workers  http://www.seniorsforhire.ca/  www.thirdquarter.ca  http://www.job-link.ca/Canada_Top_Employers_Over50_Canadians.html  The 10 best employers for workers over 40: http://www.theglobeandmail.com/report-on-business/managing/the-10-best-to  Canada's Top 100 has a list of employers for workers over 50 http://www.canadastop100.com/older_workers/  Nova Scotia: http://www.olderworker.ca provides job seeking strategies for workers and info for service providers.  Job Bank site: http://www.hrmanagement.gc.ca/gol/hrmanagement/site.nsf/eng/hr11197.htm  Monster has a discussion forum that focuses on age issues http://monster.prospero.com/n/pfx/forum.aspx?webtag=mstageissues  Targeted Initiative for Older Workers programs (TIOW) – 23 in BC 26
    • 27. 27 Source: BC Government
    • 28. Staying with Current Employer  A worker nearing retirement age might also look to his or her current employer for options, such as bridge positions, phased retirement, part-time employment, telecommuting, or contracting/freelancing.  Learn more in these sections of Quintessential Careers: Telecommuting, Job Flexibility, and Work-at-Home J and Jobs for Consultants, Freelancers, and Gurus . 28
    • 29. Volunteering  Be Strategic  Imperative to find a meaningful inspiring match  www.charityvillage.com  (Workapedia) Volunteering overseas and for humanitarian reasons, locally  Internships for older workers 29
    • 30. Use Resume to Fool Ageism  Retool to show more generic skillsets – functional is usually best if making a radical career change  Use job posting as the “Bible” for creating new resumes  Use the Cover Letter to head them off at the pass… anticipate and answer unspoken questions! 30
    • 31. Career Change Resumes • TIP: Align to Job Posting or Volunteer Position being Targeted • Use Functional Resume to better showcase past job duties which are essential for new job postings and downplay duties which may lead employer to interpret: Overqualified or Not a good Fit to this level of responsibility. (Cut the Assumption Monster off at the Pass!) • Last but not least… final sections of resume will condense skillsets associated with the work done during bulk of career • Requires a huge shift in the way they think about their past experience. • Can help them reframe why they include what they include in a resume and reduce the identity assault issues that often arise 31 ARTICLE: http://www.bnet.com/blog/evil-hr-lady/your-resume-will-not-find-you-a-job/1123?promo=
    • 32. Cover Letters – the missing link  Personalize (make it yours and make it authentic)  Why you want THIS job!  Why you are a great fit!  What you can do for the employer!!! (Not what they can do to help you have more flexibility or downsize your career!)  Anticipate and allay unasked questions of the Employer/HR Mgr  Pitch  Follow-Up (this age group tends to avoid the follow-up or the “informational Interview” approach to networking… this can make ALL the difference in showing that you are a good fit for an organization.  http://www.bnet.com/blog/evil-hr-lady/your-resume-will-not-find-you-a- job/1123?promo=664&tag=nl.e664 32
    • 33. It just goes to show that , now more than ever before …. 33
    • 34. 101 year old lawyer – still working! 34
    • 35. http://money.cnn.com/video/news/2010/04/12/n_cmr_92_year_old_yoga.cnnmoney/ 35
    • 36. "I used to be a model," Sally said. "Now I feel like a model T." Sally decided to become a model at the age of 56, and lost 30 pounds to get the job at the old Hovland-Swanson store in Lincoln. She didn't quit modeling until four years ago at the age of 97. http://journalstar.com/news/local/govt-and-politics/article_f1ad188e-a4cf-11df-8740-001cc4c002e0.html Nebraska Capitol staffer, 101, named America's Outstanding Oldest Worker 36
    • 37. Who’s the current poster child for working well past 65?  She’s a Calendar Pin-Up Girl  She made a splash on SNL this year!  She’s the star of a new TV sitcom  She starred in a top grossing film last year with Sandra Bullock (and more opening soon)  She’s currently in a gender-bending commercial for Snickers  She’s a longtime Animal Activist  She just won a Lifetime Achievement award  And … she’s on Facebook and Twitter! 37
    • 38. Well, if you don’t know…  I’m certainly not going to tell you!  Check the internet, do some research, ask your friends … figure it out!!! 38
    • 39. About the speaker: http://www.linkedin.com/pub/judy-marston/12/851/102 39
    • 40. www.ResumeCoach.ca and www.ReInvention2Go.com Judy Marston telstone@islandnet.com 40

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