Mature job seekers workshop
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Mature job seekers workshop

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Workshop I developed and facilitate for mature job seekers at WorkSource Pierce, Tacoma WA

Workshop I developed and facilitate for mature job seekers at WorkSource Pierce, Tacoma WA

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  • Health care costs are actually less for older workers according to the Wharton Center for Human Resources, because most no longer have smaller children as dependents on their health care plans, and workers also become eligible for Medicare at 65, further reducing health care costs.This figure is from Australia Human Rights Commission, but American statistics are following in line. The $1956 is the result of increased retention, lower rates of absenteeism, decreased costs of recruitment and greater investment returns on training.

Mature job seekers workshop Mature job seekers workshop Presentation Transcript

  • Mature Job Seekers Workshop
  • Objectives Discuss issues and myths related to mature job seekers Countering age issues and myths Resume tips Are you “Over Qualified??” Share information and resources for the mature job seeker
  • You’re Not Alone! As of June (2012), jobless people who were 55 and older had been out of work for almost 56 weeks, compared with 38 weeks for all age groups.--BUT-- Unemployment rates in June 2012 are LOWEST for workers 55 and over This is important since there has been a dramatic increase in the number of older workers in the workforce in the last 15 years SOURCE: U.S. Bureau of Labor Statistics
  • OVERCOMING THEMYTHS OF MATURITY
  • Handling Negative StereotypesDon’t wait for the question – be proactive!“Tell me about yourself”– set the stageDemonstrate what you can offerGive examples to dispel age issuesMonitor yourself– think positive (NO VICTIMMENTALITY!)Keep a sense of humor
  • MYTH #1:Older job seekers are less competent intheir jobs because they are resistant toor incapable of change, particularly inregard to new technology.
  • Reality: Those over 50 are proving their ability to learn new skills by becoming the fastest growing group of Internet users! Older workers have had to accept a lifetime of job-related changes:  New cultures  Increased workloads  New technologies
  • MYTH #2:Older workers are less productive thantheir younger counterparts.a. Less capable of decision making and problem solvingb. Slower in productivity
  • Reality:According to Department of Labor,employees in their 50s and 60s are moreconscientious and hard workingGreatest variations in productivity are foundwithin age groups, not between themMore cautious, less risky
  • MYTH #3:Older workers are a bad investmentbecause their production is lower, theirhealth is more tenuous, and because oftheir experience they tend to be over-priced.
  • Reality: While healthcare costs MAY be higher for older workers, this is often offset by retention and skills levels Workers 55+ have been found to take fewer sick days than their younger coworkers Mature workers deliver an average benefit of $1,956 per year compared to the rest of the workforce! People are living longer and healthier than ever before!
  • MYTH #4:Mature workers are more likely to leave as they are presumably close to retirement.Therefore they lack a future focus and have little or no career ambition.
  • Reality: Since people are living longer, they are choosing to work longer! Statistics show workers over the age of 40 work more than three times longer at the same job than job-hopping younger workers* * Bureau of Labor Statistics 2010
  • Countering the Age Issue Don’t be the victim! Project determination & drive Demonstrate strengths Show your flexibility by being open to different shifts, relocation, different tasks, etc. Confront salary issues Keep learning!
  • The reports are in…life isn’t fair!COMMON MISTAKESMADE BY OLDER JOBSEEKERS
  • Mistakes… Not spend enough time practicing counters to age-related issues Assume “no one hires older workers” Have an entitlement attitude or mindset Overestimate the value of experience Use outdated job search strategies TMI– too much personal information Have not kept skills current
  • PROVE YOUR WORTH… Tools for the Jobseeker Tool Belt Build your network Focus on targets Nail the interview Never discount your worth“You’ve lost your job, but you haven’t lostyour skills, talent or expertise. What you’vegot to do now is create opportunities.” -- Chris Gardner, author of Pursuit of Happyness
  • AGE PROOF YOURRESUME WITHOUT SELLINGYOUR EXPERIENCE SHORT
  • Resume Tips Targeted to job Employment history to 10 years  Jobs within last 10 yrs MUST HAVE DATES!  Keep dates off education before last 5 yrs
  • Resume Tips STRONG  Use action verbs  Keep tenses consistent in past tense  “monitored”  “established”  “evaluated”  NOT “responsible for” Current  Are your skills up to date?  Are you using CURRENT terminology?
  • Resume Tips Focus on VALUE  Accomplishments  What you can do for them  Take the focus OFF age
  • Resume Tips Use the right format for you  Chronological  Functional Ask yourself:  Do I have job gaps?  Is my job history consistent in the same career?
  • EMPLOYERASSOCIATED WITH OVER-QUALIFIED APPLICANTS
  • Employers’ ConcernsWill you feel downgraded performing jobfunctions below what you’ve performed inthe past?Will you feel your skills/education will beunderutilized?Will you get bored quickly?
  • Employers’ Concerns Will you feel you’re being underpaid? Will you jump ship as soon as something better comes along? Will you want MY job?
  • Indicators of Over-QualifiedConcerns Some employers will tell you that they think you’re over-qualified Some will demonstrate concern by asking time or date related questions Some other indicators are questions related to fitting into the job, with co- workers or being able to accept supervision.
  • Addressing Over-QualifiedConcerns Address unspoken concerns Let employer know you understand possible concerns Ask interviewer to define concerns they might have Present honest, candid rationale supporting your decision to seek a lower position
  • Questions?
  • “You’re never too old to become younger.” Mae West (1892 – 1980) For further assistance: KMyers@ESD.WA.gov