Older Job Seekers

Older Job Seekers

Advice from Wendy Smith. Wendy is a Career and Life Coach helping you find fresh perspectives on life and your career.  You can book a FREE coaching session or find out more at this link

Older Job Seekers – I’ve been thinking about the challenges that older job seekers face. In my experience they do have it tougher. But, if you ane an older job seeker, with the right approach you can radically increase your chances of success.

Getting a job as an older candidate usually means working hard on projecting an energetic and delivery focussed image that doesn’t actually include how old you are.  You can show evidence of capabilities without necessarilty saying how long you’ve spent honing them.

Older job seekers need to put a lot into “managing the brand.” Commit to good presentation, as well hard evidence of what you can deliver. It is important for all job seekers but particularly for older candidates.  Think about how you are likely to be perceived. A confident, upright, open, posture projects energy. Let your enthusiam show through. Work hard not to show cynicism.

Do your homework on the latest developments in your field. Show that you are not afraid to learn new things. But at the same time show you do have wisdom and experience to share. Youe experience of life, as well as work, will be useful to them.

Career coaches and life  coaches like me are around to help you thrive and succeed in challenging times. I’ve worked with lots of older candiddates to help them find and win good opportunities. Get in touch at this link – I would like to discuss how I can help you.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in helping people lead happier lives and feel more fulfilled. She has worked in management as well as coaching and personal development, as well as starting up her own businesses. That means she is equally at home helping clients find a new career direction, starting-up a new business or dealing with life’s more challenging personal issues. 

Need help finding work, with problems at work, at home or with relationships? Book a FREE coaching session with Wendy or find out more at this link

 

Managing Older Workers

Managing Older Workers

Why don’t you want to manage older workers?

Managing older workers! We hear a lot about the efforts required to get young people into work. And, of course, that is important. But spare a thought for those managing older workersat the other end of the age spectrum. There remain those who dismiss the suggestion of hiring at older without even thinking about why!

There may be lots of reasons given, of course, as to why older workers are not a first choice. For example, employers often quote a lack of mental flexibility and an unwillingness to learn new things. But, those reasons may not be valid for large numbers of older workers. Check out the age profile of those choosing to follow online courses provided by organisations like FutureLearn in the UK. You will be surprised how many are over 60.

Sadly, though, many of those making hiring decisions continue to believe older workers don’t perform as well as those between 25 and 35. In fact 25 to 35 appears to be the new “golden zone” for recruits. Older workers are said to demand higher pay, cost more in terms of resources, resist change and aren’t prepared to fit in with a team. As a result , carefully disguised, age discrimination is widespread.

Managing older workers: does it require a different approach?

Managing older workers does not require a hugely different approach from managing young people. But some younger managers still find the prospect daunting. So they do their best to avoid it. And, the biggest concern employers’ express about hiring older workers is that there will be conflicts when they are managed by younger supervisors. In the US, it is said that an incredible 88 percent of employers worry about hiring older workers because they fear such conflicts.

Managing someone older than you, seems to touch a very raw nerve. And there can be a high level of distrust on either side. So how can managers get the best out of their older workers?

Getting the best out of older workers!

In most circumstances, older workers are just like other workers. They are unlikely to respond well in a command and control culture. Except in an emergency,  most workers don’t respond well to being “given orders”. But, they will respond well to an intelligent and enlightened leadership style. This means communicating clearly about issues and challenges.

Older workers, like others, welcome being involved in decision making and having tasks delegated to them. Give an older worker responsibility and most will give you their all. Older worker will a wealth of experience. Why not give them the chance to share it?

Like others, they will expect you to give them recognition for what they have achieved. But why not reward the wisdom they share with you. If you give your older workers the opportunity, their work and the intellectual capital they bring, will shine for your organisation, just like the grey hair on their heads.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

Older Job Seekers

Older Job Seekers

Recent Thoughts:Job Search and Older Job Seekers

Older job seekers – I’ve been thinking about the challenges that older job seekers face. Yes, in my experience they do have it tougher. But with the right approach you really can increase your chances.

I left the Civil Service at 60, a few years ago. I’d decided to launch out as an independent contractor so I did a lot of careful brand management. Working hard on projecting an energetic and delivery focused image, that didn’t actually include how old I was, paid massive dividends.  I showed evidence of capabilities without saying how long I’d spent honing them. Looking for work as a contractor is different to job search in subtle ways. But the result was that I was actually offered two good jobs as an employee before I picked up my first contract. It took quite a lot of resolve to turn them down and hold on for what I really wanted. But I did. And I’ve never regretted it. Now, of course, I enjoy my life as a coach.

Now, I’m not telling you this story because I think I am exceptional – I don’t think I am. Except that putting so much into “managing the brand” probably was exceptional. I learned a lot from the experience about committing to good presentation, as well hard evidence of what you can deliver. I now encourage that in all my job seeker clients, and particularly the older ones.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

 

Why don't you want to manage older workers?

Why don’t you want to manage older workers?

We hear much about the efforts required to get young people into work. And, of course, that is important. But spare a thought for those of us at the other end of the age spectrum.

There may be lots of reasons why older workers are finding it difficult to stay in, and find new opportunities for, work. Lots of those reasons may not be valid for the majority of older workers but they have built up into a prejudice.

Unfortunately, it is true that many who are making hiring decisions believe older workers don’t perform as well as those between 25 and 35 – that seems to be the new “golden zone” for recruits. Older workers are said to demand high pay, cost more in terms of resources, resist change and don’t respond flexibly to fit in with a team. As a result , sometimes carefully disguised, discrimination against older workers is widespread.

Managing an older worker does not require a hugely different approach, to managing a very young person. But some younger managers find the whole prospect daunting – so they do their best to avoid it. The biggest concern employers’ express about hiring older workers is that there will be conflicts when they are managed by younger supervisors. In the US, it is said that an incredible 88 percent of employers worry about hiring older workers because they fear such conflicts.

Managing someone older than you, does seem to touch a very raw nerve in managers and there seems to be a high level of distrust on either side. So how can managers get the best out of their older workers?

In most circumstances, older workers are like other workers – they are unlikely to respond well in a command and control culture. Except in an emergency, older workers are not likely to respond well to being “given orders”. But, they are likely to respond well to an intelligent and enlightened leadership style. This means communicating clearly about issues and challenges.

They welcome being involved in decision making and having tasks delegated to them. Give an older worker responsibility and most are likely to give you their all and share with you their wealth of experience. So, then they expect you to give them recognition for what they have done, including for the wisdom they share with you. If you give your older workers the opportunity, their work will shine just like the grey hair on their heads.

Wendy Mason is a career coach.  She helps people reach their goals and aspirations, without sacrificing their home and personal life.  Before working as a coach, Wendy had a long career in both the public and private sectors in general management and consultancy as well as spells in HR.  She now divides her time between coaching and writing. You can contact Wendy at wendymason@wisewolfcoaching.com and find out more at http://wisewolfcoaching.com

Would you like to reach your career goals and aspirations, while having a fulfilling home and personal life? Find out more at this link