6 Easy Ways to Beat Negative Stereotypes as an Older Worker
Despite legislation prohibiting it, age is a common factor in hiring decisions. This is especially true for older
workers who must combat a number of negative stereotypes, specifically that they are less energetic,
enthusiastic and creative. Recruiting managers have confirmed that companies often will note that they would
prefer a younger candidate. What is a mature job seeker to do in the face of this reticence? Last year, the BBC
ran an informative article with practical job search suggestions for the middle aged job seekers with seven key
tips paraphrased below.
1. Know the stereotype and confront it
Stereotypes exist for workers of all ages. Generally speaking, younger workers are considered:
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Physically more able and healthy
Easier to supervise
Lower salary expectations
Willing to use new technology
Creative
Energetic
While mature workers are considered:
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Experienced
Reliable
Stable
Loyal
Have good practical knowledge
Mature
You might think that the best strategy is to accentuate the positive qualities associated with your age group.
According to the experts cited in the BBC article, this is the worst possible strategy. Prospective employers will
already assume that you offer loyalty, stability, etc. and saying so will just reinforce the negative biases as well.
What employers don't know (unless you tell them) is that you are creative, energetic, comfortable with new
technology, etc. These "young" qualities are exactly the types of things you will want to emphasize.
2. Don't stereotype yourself
Whether you are in or out of work, push to receive training to keep up with important trends. Technology has
become a critical element of almost every industry. If there is something you are not comfortable with then
get comfortable with it--even if it means asking your kids!
3. Try something new
Don't feel that you must stay in the same industry you just left. While it's true that your relationships and
experience are most applicable to the same industry, if your industry is contracting you might be forced to
look outward. Odds are you have skills that are transferable to other industries and industries that are growing
are more apt to hire from outside.
4. Look after yourself
While your focus will be on finding a new job, this is a particularly important time to be looking after yourself.
You will want to present an image of being "healthy, motivated and confident" and the best way to do this is
to be these. You should be eating well, exercising, and keeping in touch with contacts and friends. Now is the
time to be networking even more than when you were employed. (LifeTwo recommends the book "Never Eat
Alone" for networking tips).
5. Appearance matters
Appearance really does matter in job interviews. For mature workers you will want to once again confront the
stereotype of being an older person. This doesn't mean dressing to look young, but instead looking up-to-date
and modern. The BBC article also emphasizes the importance of not coming off as condescending if
interviewed by a younger person and make sure the interviewer walks away with the feeling that you are at
ease working with people of all ages.
6. Don't let the process get to you
Make no mistake about it, looking for a job (regardless of your age) is a grind. Make the best of it and
understand that it is numbers game. The more resumes you put in the hands of qualified people and the more
interviews you go on, the higher the likelihood you will get a job.
Source: BBChttp://lifetwo.com/production/node/20070621-what-s-happening-with-employment-opportunities-for-the-older-worker
7 Mistakes Job-Seekers Over 50 Make
A good portion of the e-mail I receive is from readers over age 50 who are looking for work after a layoff. Many tell me
they found their last job more than a decade ago, in the classifieds of their local newspaper. Many more say they're
daunted -- understandably so -- by the foul job market, the prospect of ageism and the likelihood of being interviewed
by someone half their age.
All of them worry about the generalizations some short-sighted employers make about older workers. Either they see
you as overqualified and overpriced, or they believe you're inflexible and technologically challenged. Perhaps they
suspect you're just biding your time and taking up space until retirement rolls around.
We've all heard countless career experts (yours truly included) offer the same old job hunting solutions for workers over
50:
But platitudes will only get you so far. So let's talk about the top mistakes that hopeful hires over age 50 make and how
to avoid them.
Telling Yourself That No One Hires Older Workers
I hear a lot of 50- and 60-somethings make this complaint. Yes, older candidates have to work harder to overcome
discrimination, and no, it's not fair. But that doesn't mean every employer is hell-bent on shutting out all candidates
over 35.
Example: The site RetirementJobs.com lists more than 30,000 full-time and part-time jobs nationwide with "age-friendly
employers." Other job sites that cater to older workers: Jobs 4.0, Retired Brains, Seniors4Hire and Workforce50.com. In
addition, AARP offers this list of the best employers for workers over 50.
So, please, don't tell me no one's hiring older workers.
Putting an Expiration Date on Contacts
You've been on this crazy hamster wheel we call "work" for at least three decades now, so you might as well milk the
vast contact list you've amassed for all its worth. It's perfectly acceptable to reach out to former employers, co-workers,
vendors, classmates and other colleagues you haven't corresponded with in a decade or two. (Searching sites like
LinkedIn and Facebook make finding them a snap.) Not only will your peers understand, more of them are likely reaching
out to their long-lost contacts, too.
Doing a History Dump
The No. 1 mistake I see with older candidates is they include too much information in their resume," said Cathy
Severson, a career coach who runs the site Retirement Life Matters. "Clear the clutter, old-dated, irrelevant information
from your resume."
Instead, tailor your resume to the job you're applying for -- each time. Two to three pages and 15 years of relevant
experience is more than enough.
Likewise, be careful that you don't turn an interview into a snooze-inducing laundry list of your top 100 achievements
over the past 30 years, said Tom Mann of TR Mann Consulting, a marketing and advertising firm specializing in boomers
and older workers.
Experienced workers are so eager to show their skills off that they do a 'history dump,'" he said. "While it's important to
share your relevant skills, how you present is equally important. Show that you are also fun. Remember, Gen Y doesn't
want to feel like they're working with their mom or dad."
Copping an Attitude
Equally damaging is acting superior to an interviewer who's younger than you or showing up with a chip on your
shoulder the size of the national debt.
"It's not a good idea to tell the person how much you can teach them," said Cynthia Metzler, president and CEO of
Experience Works, a national nonprofit that provides job training to low-income workers over 55. "But it is a good idea
to tell them if you have any experience working or volunteering in a multigenerational workplace."
Winging the Interview
Not practicing for your interviews is another no-no, especially if you haven't been on one since the Reagan
administration. If you're not sure how your interview rap is coming across, Metzler suggests enlisting a 20- or 30something pal or colleague to do a test drive with you:
"If you know you're going to be interviewed by someone who's 25 and you're 65, then find someone who's 25 and have
them interview you."
Arthur Koff, the 70-something who runs the job site Retired Brains, suggests taking it one step further:
"Try to get an interview with an employer you are not interested in working for as practice. You don't want to go to your
first [important] interview in a long time and make easily correctable mistakes."
Failing to Embrace Your Inner Geek
As a Gen Xer, I didn't grow up making videos and blogging about my every burp and hiccup. I'm actually one of the
biggest Luddites I know. But like many of my tech-challenged peers, I've learned that blogging about my field and using
the micro-blog Twitter are simple ways to get noticed by potential employers (how do you think I got this gig?).
As long as you act like yourself and don't show up squeezed into your kids' clothes, no one will accuse of you being a 20something wannabe. Instead, people will be impressed by your tech skills.
"I have interviewed and hired people close to twice my age," said Asher Adelman, founder and CEO of the job site
GreatPlaceJobs. "I would highly recommend that older job seekers take advantage of social media platforms, which
happen to be very easy to use, even for technophobes, in order to give the impression that they are in tune with the
latest technological advances. This will work wonders for convincing young interviewers that you have the ability to
work and relate with younger co-workers and excel in today's rapidly changing workplace."
Ignoring the Overqualified Elephant in the Room
As we all know, when employers see candidates applying for a job below their experience level or tax bracket, their
hackles go up. So if you're going for a position with less pay or responsibility than you've been accustomed to, it's your
job to explain in your cover letter and the interview why this is.
"It could be because they've had a very stressful career life and now would enjoy having their hands in something that is
still part of a team but doesn't involve so many headaches," said Judi Perkins, a recruiter for 22 years who now works as
a career coach. "It could be they're willing to take a cut in pay because the almighty dollar just isn't as important to them
anymore."
Whatever rationale you give (no longer interested in climbing the ladder, done with working 14-hour days, miss the
hands-on tasks you did before joining management), be sure to let potential employers know that you're interested in
them, rather than just a job.
If you need more help getting up to speed with today's brave new job hunt, visit your local career center and check out
AARP's excellent job hunting advice for older workers.
Whatever you do, don't throw in the towel before you've even tried. Your tattooed, flip-flop wearing counterparts need
someone who's been around the block a few times to show them how this work thing's really done.
Source: Michelle Goodman
http://cjc.net/wp-content/uploads/2011/03/National-Able-CJC-Jan-13-2016.pdf
10 Things That Will Help You If You're An Older Job-Seeker
So you are looking for work but are worried that since you are a more mature employee that
you might be discriminated against. Here I have 10 things you can do to help this from
happening!
The good news: You have vast experience and many employers would be lucky to have you. The
bad news: Due to your age and how you handle everything from writing a resume to what you
talk about in an interview, you may encounter age discrimination.
Personally I prefer older workers as they are typically more mature, reliable and have vast
experience that the team can draw upon, but many employers see older workers as stuck in
their ways, unable to learn new software or hardware and not comfortable working for a younger
manager.
1. Find out about culture. Employers know better than to address your age, but there is no
reason you can’t ask your own questions about how you might fit in. (This ties in nicely with an
office tour). Ask questions such as “I have worked in several organizations with diverse ages in
each department – can I ask about diversity in this department/company/division?” If the
manager is in fact several years younger than you are, you could address it by saying “I just
interviewed with another company and we discussed how I might feel working for a younger
boss and wanted to share with you that this is absolutely no problem…I did in fact report to a
younger manager once and he too was concerned…(then proceed to tell him or her specific
examples of projects you worked on where you had more experience than the manager and how
it worked out well….)
Also, ask for a tour of the office during your interview. I used to stress to all of my candidates to
do this, but in your case it is very important. The reason is that you get a very clear sense of the
type of people already employed – are they happy, seem disgruntled or are they all of the same
age group or cultural background? Even the way the employees look (or don’t) look at you and
smile will give you a hint as to how you would be received in the company culturally. My
recommendation is to ask for a “quick office tour” at the end of your first interview. Look for a
company with a good track record of diversity. This means exactly that – if a company is well
known for hiring all new graduates, then the chances of gaining employment in such a company
when you are older than those in the company may prove difficult.
2. If you have been a manager and the position you are interviewing for is not a manager’s
position, write your resume in a functional style but leave out titles as much as possible. Better
to say Project Management as opposed to V.P. Project Management. The idea is to get the
employer to see how you can do the job rather than thinking about how you might not fit in.
3. Talk about the challenge of the position and how there would be things for you to learn in this
position. The employer may fear that not only have you “been there done that” and not be open
to doing things differently, but they may fear that you may quickly grow bored and leave. This is
not to say to lie and say that something is a challenge when it isn’t, but think of a few things
that you haven’t done and stress that in fact you would like to take a few years to learn the role
and the company. You may even discuss that although you have significant experience in
industry A, that having the opportunity to work within industry B would be a challenge
because….The key here is learning and if you communicate that you are a “lifelong learner” and
you are not afraid to learn new things, processes and ways of doing things, it will help the
employer feel more comfortable in hiring you.
4. Be modern – typically what I have seen is that the older the interviewee, the more formal
the attire – and sometimes this can be overkill. Dressing too formally can hurt
your interview just as dressing too casually can. For example, leave your double-breasted suit at
home and wear dress khakis, a dress shirt, a tie and a sports coat instead. Women should wear
suits with pants or a skirt but not a dress. Yes, dress to impress but keeping mind the style and
culture of the company and the job before deciding how formal. Also, are your glasses from the
70s and your hairstyle is the same one you have had for 20 years? Perhaps it is time for an
update! There is no crime is being a mature job seeker, but the more you try to be modern, the
better. Another thing I have noticed with more mature workers is that men typically use cologne
and strong aftershave – please use a very light touch or don’t use them at all when interviewing
as it is a distraction to the interviewer.
5. Keep up to date on software: If you are in fact out of date with some of the newer
software programs or office machines, seek out help at your local college or community
center. The more versed you are in the current programs, the better – and remember that
employers rule out older workers often with questions about software that you can't answer –
don’t let this happen to you! Do some research by looking through job listings on company
websites, job boards and in the paper and take note of the technical skills needed for the area of
work you are targeting.
6. Do not put your birth-date on your resume or cover letter (or other personal
information like marital status or Social Security # for that matter) – this was commonly done
years ago but not only does this lead to potential identify theft but this information will advertise
your age. A lot of employers could care less about the age of their employees, but why not let
the employer judge you on your experience and accomplishments as opposed to your age?
7. Only list a maximum of 15 years of employment history on your resume– reason for
this is that prior to that, your experience may not be as relevant. If it happens that the employer
asks about previous experience in an interview, keep it short and sweet and focus more on what
you have done more recently. Information overload can happen when you bring out your entire
history and the employer may have a hard time remembering what you said! Also, if your
diploma or degree was earned more than 20 years ago, just delete the dates on your resume.
Some people leave out listing experience beyond 15 years but leave the dates of their education
– and this can lead to discrimination.
8. Try not to reminisce. One of the reasons you don’t want to go back to your early career on
your resume or in the interview is that often employers will want to ask you all about the “good
old days” at that mythic company and “are all the rumors true?” Believe me, I have seen
employers bring candidates in just for kicks. Stick to talking about the company’s current needs
and how you can help them fulfill these needs. Talk about similar projects and how you could do
the same for them.
9. When negotiating salary when your past salaries have been higher (and you are
open and able to earn less), keep in mind that just the fact that you have had a higher
salary may be an issue. So when the conversation comes up about salary (bring it up in
the first interview if you have had to fill out an application with past salary information) - best to
try not to give them the exact salary you were earning before so as not to scare them if their
range is less. You could say "As you know my past roles have been at a more senior level and
my salary reflected that. However I am at a different stage in my career now and I am more
interested in interesting work than climbing the corporate ladder. I am open to the mid to high
end of your salary range and would be happy at that level." If they insist on a specific number,
remember that whatever number you give them you would be willing to accept as it is difficult
for you to get an employer to change an offer once it is made.
10. Smaller companies are often more open to hiring older workers - for some reason
this is a pretty universal truth, so take advantage. Research smaller companies in your area and
approach the owners or managers directly - entrepreneurs and small business owners are more
risk-taking than managers in large firms, so this would be a good place to start.
10 Tough Q & A's for Older Workers
You have the "perfect job" interview tomorrow. Your skills and experience look as if they match the job description. But have
you practiced your answers to potential questions. Guess what it is more than likely that some of the other potential job
candidates did. So grab a mirror and do a dress rehearsal. It will help demonstrate to a potential employer a sense of
mastery and confidence. (Editor's Note)
"These 10 questions are examples of some you might be asked. Not all of them are overtly age-related. But each one gives
you an opportunity to present yourself as a skilled, energetic worker who brings high value to an employer.
1. Tell me about yourself. Make your answer short and sweet. Stick to experiences and goals that relate to the specific job
for which you’re applying. Resist the impulse to stress your years of experience. It’s more important to talk about your skills
and achievements that show you can deliver. Emphasize your flexibility and positive attitude.
2. Why are you looking for a job? Keep it brief. A straightforward answer is best. For example, “My organization was forced
to downsize.” Avoid negative statements about yourself, your work, or your ability to get along with others. Never criticize
former employers or coworkers.
3. You haven’t worked for a long time. Why not? You may have gaps in employment for many reasons. Be honest. Speak
confidently about your experiences during the gaps. Some could transfer to on-the-job skills. For instance, if you were a
caregiver, you managed complex financial issues. As a volunteer, you might have worked with diverse groups and on flexible
schedules.
4. What are you looking for? It takes a lot of thinking to be ready for this question. Don’t speak in generalities. Be prepared
to name the type of position you think would be appropriate for you and how your skills would translate to a new employer.
5. Aren’t you overqualified for this position? Even though “overqualified” can be shorthand for “old” or “expensive,” it’s
important to stay positive. Express your enthusiasm for the job and pride in your qualifications. Explain what makes you
interested in this position at this point in your career—such as wanting to apply your skills to a new field or to achieve more
flexibility and work-life balance.
6. We have state-of-the-art technology. Would you be able to jump right in? Show you are adaptable and tech-savvy. Give
examples of projects you’ve done which required computer skills and familiarity with electronic media. Emphasize training
you’ve taken to keep your skills up to date.
7. We don’t have many employees who are your age. Would that bother you? Explain that you believe your age would be an
asset, you are eager to learn, and it doesn’t matter who helps you. Describe recent experiences, whether at work or in other
situations, where age diversity has been an asset. Federal law bars employers from considering age in employment
decisions. Though it’s not illegal to be asked your age, the question could be a red flag about the employer’s commitment to
age diversity. Know your rights under the Age Discrimination in Employment Act.
8. What’s your biggest weakness? This is a reverse invitation to toot your own horn. Do it with an answer that puts you in a
good light. For example, “I’m too detail-oriented, but I work hard to control that.” Keep it simple—and smile.
9. What are your salary requirements? Try to postpone this question until a job offer has been made. Prepare by knowing the
going rate in your area (sites like Salary.com can help). If you don’t know the range and the interviewer persists, reply,
“What salary range are you working with?” The interviewer may very well tell you.
10. Do you have any questions? Show your interest and initiative by asking specific questions about the organization and
what you can expect in the job. Use your questions to demonstrate how your skills can contribute to the organization.
Answering “no” to this question says you’re not really interested in the job."
Source: AARP
10 Tricky Ways An Older Job Seeker Can Leverage LinkedIn To Get A Job
Searching for a job can suck if you constrain yourself to the typical tools such as online jobs boards, trade
publications, Craigslist, and networking with only your close friends. In these kinds of times, you need to use
all the weapons that you can, and one that many people don’t—or at least don’t use to the fullest extent, is
LinkedIn.
LinkedIn has over 80 million members in over 140 industries. Most of them are adults, employed, and not
looking to post something on your Wall or date you. Executives from all the Fortune 500 companies are on
LinkedIn. Most have disclosed what they do, where they work now, and where they’ve worked in the past.
Talk about a target-rich environment, and the service is free.
Here are ten tips to help use LinkedIn to find a job. If you know someone who’s looking for a job, forward
them these tips along with an invitation to connect on LinkedIn. Before trying these tips, make sure you’ve
filled out your profile and added at least twenty connections
1. Get the word out. Tell your network that you’re looking for a new position because a job search these days
requires the “law of big numbers” There is no stigma that you’re looking right now, so the more people who
know you’re looking, the more likely you’ll find a job. Recently, LinkedIn added “status updates” which you can
use to let your network know about your newly emancipated status.
2. Get LinkedIn recommendations from your colleagues. A strong recommendation from your manager
highlights your strengths and shows that you were a valued employee. This is especially helpful if you were
recently laid off, and there is no better time to ask for this than when your manager is feeling bad because she
laid you off. If you were a manager yourself, recommendations from your employees can also highlight
leadership qualities.
3. Find out where people with your backgrounds are working. Find companies that employ people like you by
doing an advanced search for people in your area who have your skills. For example, if you’re a web developer
in Seattle, search profiles in your zip code using keywords with your skills (for example, JavaScript, XHTML,
Ruby on Rails) to see which companies employ people like you.
4. Find out where people at a company came from. LinkedIn “Company Profiles” show the career path of
people before they began work there. This is very useful data to figure out what a company is looking for in
new hires. For example, Microsoft employees worked at Hewlett-Packard and Oracle.
5. Find out where people from a company go next. LinkedIn’s “Company Profiles” also tell you where people
go after leaving the company. You can use this to track where people go after leaving your company as well as
employees of other companies in your sector. (You could make the case that this feature also enables to figure
out which companies to avoid, but I digress.)
6. Check if a company is still hiring. Company pages on LinkedIn include a section called “New Hires” that lists
people who have recently joined the company. If you have real chutzpah, you can ask these new hires how
they got their new job. At the very least you can examine their backgrounds to surmise what made them
attractive to the new employer.
7. Get to the hiring manager. LinkedIn’s job search engine allows you to search for any kind of job you want.
However, when you view the results, pay close attention to the ones that you’re no more than two degrees
away from. This means that you know someone who knows the person that posted the job—it can’t get much
better than that. (Power tip: two degrees is about the limit for getting to hiring managers. I never help friends
of friends of friends.) Another way to find companies that you have ties to is by looking at the “Companies in
Your Network” section on LinkedIn’s Job Search page.
8. Get to the right HR person. The best case is getting to the hiring manager via someone who knows him, but
if that isn’t possible you can still use LinkedIn to find someone inside the company to walk your resume to the
hiring manager or HR department. When someone receives a resume from a coworker even if she doesn’t
know the coworker, she almost always pays attention to it.
9. Find out the secret job requirements. Job listings rarely spell out entirely or exactly what a hiring manager
is seeking. Find a connection at the company who can get the inside scoop on what really matters for the job.
You can do this by searching for the company name; the results will show you who in your network connects
you to the company. If you don’t have an inside connection, look at profiles of the people who work at the
company to get an idea of their backgrounds and important skills.
10. Find startups to join. Maybe this recession is God telling you it’s time to try a startup. But great startups
are hard to find. Play around with LinkedIn’s advanced search engine using “startup” or “stealth” in the
keyword or company field. You can also narrow by industry (for example, startups in the Web 2.0, wireless, or
biotech sectors). If large companies can’t offer “job security,” open up your search to include startups.
11. Build your network before you need it. As a last tip, no matter how the economy or your career is doing,
having a strong network is a good form of job security. Don’t wait until times are tough to nurture your
network. The key to networking (or “schmoozing”), however, is filled with counter-intuitiveness. First, it’s not
who you know—it’s who knows of you. Second, Great schmoozers are not thinking “What can this person do
for me?” To the contrary, they are thinking, “What can I do for this person?” For more on schmoozing, read
“The Art of Schmoozing.”
-------------------------------------------------------------------------------Here are two more ways I can help you in your job search. First, for an aggregation of hundreds of newly
posted jobs, check out Jobs.alltop. Second, to really stay on top of what’s the latest news about LinkedIn, go to
Linkedin.alltop; this will turn you in a true LinkedIn power user. Just remember me when you’re rich and
famous!
Source: InternsOver40.com
Baby Boomer Interview Tips: Do You Know How To Interview With A Younger
Generation?
Going through an interview session with the younger generation can certainly present an entirely different set
of problems for baby boomers. However, there's no need for older job seekers to get disheartened so easily.
In addition to older employees having more job experience, there is also the Federal Age Discrimination in
Employment Act.
According to the Act, any kind of employment discrimination against those over 40 is illegal. Listed below are a
few common interview questions based on age - and some helpful tips on how to answer or avoid them
tactfully.
Addressing Retirement Issues
Questions relating to your retirement or future career plans are usually asked to candidates to determine
whether the job will be used as a bridge to fill in retirement gaps. The question "what are your expectations
from the job a few years down the line" is another way of asking the same question.
No matter how the interviewer puts the question, be sure that you tackle it gracefully. While it would be
better to discuss the retirement issue honestly, you also need to convince the interviewer that you are looking
forward to long term employment.
Salary Requirements
Although this is a tough question that definitely arises at every interview, dealing with salary issues will
require skillful negotiation on your part. This question can prove to be even more difficult for older candidates
with years, even decades, of expertise and experience to answer. However, in order to avoid your former
income from working against you, you should make every attempt to reply in a firm but cool tone.
At first try giving a noncommittal answer - but if probed further, give a salary range. Generally, you should
refrain from stating exact figures regarding your salary requirements. And, you should always let the employer
give the first number.
Needless to say, do some research on the position and its salary before attending the interview.
Dealing with Competence Issues
Even though the interviewer will not (or should not) ask questions related to your health, efficiency and
mental capacity directly, you will almost certainly be asked variations of these questions. For example,
employers may ask if you will be able to cope with fast paced working conditions or if you are OK with working
late.
Take this in a positive light and use this opportunity to reveal your skills, qualities, and enthusiasm to the
interviewer with the help of the STAR technique (Situation, Task, Action and Result).
Such questions also reveal details about the demands, working hours and expectations of the job.
Questions Related To Experience and Qualifications
Mature candidates often find themselves struggling to answer over-qualification questions. Questions asked
may include asking why you are applying for a particular job when your qualifications and experience can
secure you a better position. Knowing this, you should include only 10-15 years of experience in your resume.
This is particularly true for older jobseekers with 20 years' or more experience.
When answering questions like these, you should stress your strengths and career achievements. Other
questions that are probed in order to find out about your age can be refused, since they are illegal. However,
do so in a manner that is not offensive to the interviewer.
Job Search Resources and Websites for Older
Workers
Looking for resources and websites to help you with your job search? Look no further.
Below is a list of AARP resources and other websites that can help your job search in.
The Work channel provides information and education to help persons 50+ find a job, tweak resumes, polish
interviewing skills, negotiate a salary and benefits, explore a second career path, explore flexible work
arrangements, consider self-employment, and more.
The National Employer Team is a collaboration developed by AARP to help jobseekers 50+ connect with
employers that value experienced workers. National Employer Team employers represent different industries
across the U.S. that recruit and retain experienced workers.
At The Water Cooler, one of AARP.org’s online community groups, you can seek and share advice about
finding a job, jump-starting a new career or business, returning to work after retiring, and achieving work/life
balance.
The AARP Foundation offers two types of employment assistance. The WorkSearch Assessment System
provides community-level job and career assistance to older adults seeking employment. A range of no-cost
services is available to help individuals assess interest, abilities, and skills. The Senior Community Service
Employment Program (SCSEP) helps job seekers 55+ strengthen work skills, obtain training, and find job
opportunities. (For SCSEP, income eligibility guidelines do apply.) Both programs are available through AARP
Foundation SCSEP sites around the country.
Additional Online Resources

Jobs 4.0 For job seekers 40 and over.

Workforce50.com For job seekers 50 and over; formerly called Senior Job Bank.

Retired Brains For older boomers, seniors, and retirees.

Seniors4Hire For job seekers 50 and over.

YourEncore For older scientists, engineers and product developers.

RetireeWorkforce.com For retirees and mature workers.

USA Jobs

The Riley Guide Career advice plus links to thousands of websites which offer job postings and
resources. Includes a brief description of each link.

Job-Hunt.org Links to a wide range of employment websites and career resources.

Weddle’s Internet resources on job hunting and career management; includes online bookstore and biweekly newsletter.

Quintessential Careers Comprehensive site for job search and career advice. Use search page to find
articles geared to 50+ workers, including changing careers, resumes, age bias and lots more.

The Wall Street Journal - Careers This is the Wall Street Journal’s Executive Career Site. Find job
postings, salary information, advice on managing your career, and an online forum.

Career One-Stop Centers Career One-Stop Centers provide employment assistance to jobseekers in
over 2,000 communities across the U.S. One-Stop Centers offer help with finding a job, planning your
next careers steps or change, locating training, and coping with job loss. To find one closest to you, call
toll-free 1-877-US2-JOBS (1-877-872-5627).

U.S. Small Business Administration (SBA)The U.S. SBA provides information, one-on-one
counseling and training at no charge to individuals who seek to start their own business. SBA centers are
located throughout the country and have libraries, special services for women entrepreneurs, and access
to market research databases.

U.S. Social Security Administration (SSA) Find details on the earnings limit and other benefits issues.

Execu-Net Find job opportunities and networking for executive jobs in the $100K employment market.
Requires paid membership (30-day, 180-day, and 360-day options).

40Plus Forty Plus is a volunteer organization devoted to helping its members find jobs. They offer a
training course, job search counseling, resume development, weekly peer support meetings and other
resources, all supported by member fees. FortyPlus chapters operate in six states as independent
organizations. The website for the Washington, D.C. organization has links to other chapters.

The Five O’Clock Club Career Coaching and Outplacement Network for Professionals, Managers, and
Executives. Offers a 5-volume set of job search books and presentations professional career counselors.
Members attend weekly meetings either at a physical location or by teleconference, and network with
other members. Membership fees are based on number of sessions attended. Free articles are available
on website.
Source: AARP
So How Old Are You? Things You Can/Can't Do About Age Bias
You’re in the middle of a job interview and the recruiter or prospective employer asks, “So, how old are you?”
What do you think when you read this scenario? Let me guess that you are probably caught off guard and
thoughts are racing through your head. “Can they really ask me that?” you wonder.
If you are like the majority of age 50+ job seekers, I’ll wager you answered yourself with a resounding, “No.”
And asserting that, you would be wrong.
While it may fly in the face of what you know about the Age Discrimination in Employment Act (ADEA) and on
top of that be outright rude, the question itself is legal. -->
You should know before an interview how you’ll react and what you’ll say when asked about your age. Much
of what we believe we know about age discrimination is vague and ambiguous. That’s bad news for age 50+
workers. Our opinions about age bias can influence our behavior during a job search and after we become
employed. While it’s important to understand the principles of age-discrimination law, it is more important to
figure out how to deal with it out in the world.
Age bias in hiring and employment may be the last socially acceptable form of discrimination. While the ADEA
makes age-based discrimination in hiring, pay, benefits, training, advancement, and termination illegal, many
people over the age of 50, and increasingly older than 40, believe that age bias still exists and affects them.
Research from two recent studies conducted by RetirementJobs.com and AARP confirms that between 80 and
95 percent of people over age 50 believe that “age bias is a fact of life.” The published statistics about actual
age-discrimination claims, however, don’t support common perceptions about the extent and power of age
bias. All this is not to minimize concerns about age bias. I want you to think about what you can and cannot do
about the reality, or self-fulfilling perceptions, of perceived age bias.
Here are two things you can’t do about discriminatory employer behavior or decisions:
1. You can’t compel employers to communicate: If you don’t hear back from an employer you applied to or
interviewed with, stop thinking it’s you or something you did or didn’t do. Contemporary recruiting practices
seldom provide information to applicants. There is often no acknowledgement other than an auto-reply
message, long delays or no invitation to interview, no feedback following interviews, and no explanation or
notice of rejection. Employers are often overwhelmed by the sheer volume of applicants and have little choice
but to acknowledge resumes via auto-reply e-mail, if at all. Employers have become extremely cautious about
what they say to candidates and to employees. Stop expecting promptness and responsiveness; it’s up to you
to be persistent.
2. You can’t dictate a company’s hiring decisions or behaviors: Managers and executives will generally make
decisions about hiring and firing based on the organization’s financial condition. Staff reductions do not differ
in motivation. This may not seem fair, but here’s the deal: Older and long-service employees often receive
better pay than younger coworkers, and health care and retirement-income costs tend to be higher for older
workers. Employers may decide to lay off more costly employees. This is permissible as long as age is not the
basis for the decision.
Here’s what you can do to avoid or overcome age bias:
1. Know your rights: Become familiar with the fundamental rights provided by federal and state ADEA laws.
You may not always choose to pursue or enforce these rights, but you should know what is and what is not
permissible. Refer to this AARP explanation of your rights under the ADEA.
2. Be clear about your objectives: Examine your personal life and work history, and inventory your
knowledge, skills, capabilities, and achievements. Consider what you most enjoy doing. Identify specific
employers and know the type of job you want. Get some career advice and select the occupation or profession
in which you are most apt to prosper. Put all this information down in a clear and concise resume. Your clarity
and confidence of purpose will come through to employers.
3. Be at your best: This may sound a little silly, but look and be at your best. Splurge on a new interview outfit
(even if that 30-year-old suit still fits). Be well groomed, maintain your personal fitness to the highest possible
level, make sure your health or medical conditions are under control, be well rested, research the employer,
and display your knowledge. These tasks should help keep you confident and poised. Try practicing for
interviews with a friend or professional coach. Finally, put all concerns about your age and the threat of age
bias out of your mind.
4. Be a continuous learner: Whether you are a candidate or an employee, always grow and learn. This is
particularly important for your computer skills and knowledge. The abilities to use a computer, send e-mail,
surf the Internet, and handle basic applications, such as word processing, are not optional anymore. Inability
to make even basic use of a computer is a cause for rejection in all but a handful of jobs—many of which you
wouldn’t want. Buy a computer, set up an Internet account, and take lessons. While you’re at it, get a mobile
phone. PC skills and a cell phone are powerful ways to show you are technically savvy and not a dinosaur.
5. Seek employment and work in the right places: Many industries and employers value older workers.
Search them out and apply there. If you’re already working for an age-friendly employer, do everything you
can to stay with that organization. Meanwhile, here are a few places to start looking for companies who hire
and affirm older workers:
- AARP National Employer Team: A list of major national employers who have committed to age-neutral
practices.
- AARP Best Employers for Workers Over 50: A list of employers recognized by AARP for their exceptional
practices relating to the older workforce.
- Web Job-Posting Boards for Older Workers: There are numerous Web sites with job announcements focused
on workers 50 and older. These include RetirementJobs.com, which evaluates employers and grants Age
Friendly Certification to companies who welcome older candidates, RetiredBrains, Senior Job Bank, Jobs4.0,
and Seniors for Hire.
Source: Bob Skladany