Baby Boomers and Beyond...Search Strategies for the Over 50 Job Seeker
According to an October 2006 AARP Survey, business executives and managers are aware of the labor market shifts that will occur as baby boomers approach traditional retirement age, but few have done anything proactive to minimize the potential impact this will have on their business. The over 50 candidate can improve their chances of landing a job by becoming knowledgeable of the coming labor shortage statistics and showing employers how they can support their business's evolving needs. There are many positive perceptions attached to older workers including the belief by many employers that older workers are loyal, on time, rarely absent, committed to quality, and experienced in their fields. By focusing on success stories around these performance dimensions, the 50+ job seeker can prove their value add in a changing labor market. Baby boomers should also be cognizant of some negative perceptions regarding their generation including the belief by some hiring managers that older workers are adverse to change, possess out of date job skills, and typically have difficulty reporting to a younger boss. Again, the 50+ candidate needs to have success stories around these dimensions to prove that these perceptions are incorrect relative to their candidacy. By being aware of the realities of the future labor market and developing accomplishment-focused, metrics-driven examples of continuous success, the 50+ candidate is more likely to secure a space in the future labor market.
According to an October 2006 AARP Survey, business executives and managers are aware of the labor market shifts that will occur as baby boomers approach traditional retirement age, but few have done anything proactive to minimize the potential impact this will have on their business. The over 50 candidate can improve their chances of landing a job by becoming knowledgeable of the coming labor shortage statistics and showing employers how they can support their business's evolving needs. There are many positive perceptions attached to older workers including the belief by many employers that older workers are loyal, on time, rarely absent, committed to quality, and experienced in their fields. By focusing on success stories around these performance dimensions, the 50+ job seeker can prove their value add in a changing labor market. Baby boomers should also be cognizant of some negative perceptions regarding their generation including the belief by some hiring managers that older workers are adverse to change, possess out of date job skills, and typically have difficulty reporting to a younger boss. Again, the 50+ candidate needs to have success stories around these dimensions to prove that these perceptions are incorrect relative to their candidacy. By being aware of the realities of the future labor market and developing accomplishment-focused, metrics-driven examples of continuous success, the 50+ candidate is more likely to secure a space in the future labor market.
posted by Barbara Safani at
12:12 AM
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1 Comments:
Fred,
You can showcase these traits on resumes, cover letters, and interviews, by coming up with accomplishment stories that support the trait. To prove reliability, you might say something like "completed project on time despite compressed deadline" or to prove longevity, you could say "oversaw business operations consolidations following three mergers in less than six years". Whatever the trait, your goal is to validate your strength as a seasoned candidate by communicating your success stories.
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Barbara Safani, at 2:24 PM
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