March 4, 2015 Over 40 and On the Job Hunt?
Since we spent the last month talking about Millennials, I thought it was time to flip the coin and address a topic that exclusively effects those in the Baby Boomer generation. (I’m also gathering information about Boomers in the workplace, so if you’d like to participate in my survey, please do so!)
So, you’re 45, 55, or 65 years old and looking for work? Don’t let all the younger faces in the workforce intimidate you or make you feel unworthy of nailing your dream job (it’s never too late!). Instead, freshen up your strategy and approach the job hunt and interview process with optimism and vigor.
Below, I’ve compiled a list of some helpful reminders for the older worker’s job hunt that will help you keep your best foot forward at all times:
> Never forget what you’re worth: Older workers are dependable, have advanced problem-solving abilities, and are just as productive as younger workers
>Stay enthusiastic and excited: No matter what your age, if you come off as exhausted, bored, resentful, or frustrated, you’ll give interviewers a bad impression
> Keep your exchange respectful, no matter your age difference
> Offer examples of your work that demonstrate your creativity
> Emphasize your past loyalty to your company
> Edit your resume: Avoid the “too old” impression by limiting your relevant experience to the past 15 years, excluding graduation dates, and paring down your list of employment experience by saying “5+ years” instead of “30 years.\”
> Share examples of your ability to learn quickly
> Take advantage of your expansive network—it’s still the best way to find work
> Keep all mentioned accomplishments current
> Make sure your dress is up to date, instead of dating you
> Avoid feelings of defeat or apology for your age—this is not a topic that should be on the table during an interview, nor is it relevant to the conversation
> Don’t limit your job search to exactly what you were doing before—consider a career change, why not?
> Don’t mention upcoming retirement hopes
> Stay current with new technology
If you’d like help relaying your skills, interviewing, and branding yourself during the job process, contact me today to learn how I can help.
Tags: baby boomers in the workforce, find work as a senior, interview tips for older workers, older worker job hunt, older workers looking for work
February 18, 2015 Millennials and Loyalty
Let’s talk about a touchy subject: Millennials and loyalty. At first glance, the Millennial generation seems to be comprised of disloyal job-hoppers. Statistics show (according to “Multiple Generations @ Work”) that a staggering 91% of Millennials expect to stay in a job for less than three years. Such high turnover can be tough for companies and cripplingly expensive. In fact, close to 90% of the firms surveyed (according to an article from MainStreet.com) reported that the cost of replacing a Millennial employee was anywhere from $15,000 to $25,000.
These numbers seem overwhelmingly negative, but let’s take a step back and look at Millennials and loyalty from a larger scope.
First of all, consider the context. Millennials have entered the workforce during one of the worst economic periods in history. Companies are downsizing, outsourcing, and slashing salaries in an attempt to stay afloat. And even though cost-of-living and college tuition are increasing dramatically, paychecks are not. Says Rich Milgram, Beyond.com‘s founder and chief executive, “Younger job seekers don’t have it easy in the current economy and they’ve been put in a hole by the generations that have gone before them.” Oftentimes, Millennials practice strategic job-hopping because they know they could be let go at any time. It’s a defensive move and gives them a sense of security if they feel their current position is in danger of being snipped.
Secondly, Millennials’ definition of loyalty is often different from other generations. Consider this statistic for a moment from Philly.com:
More than eight in ten young workers (Millennials, aged 19-26) say they are loyal to their employers. But only one in 100 human resource professionals believe that these young workers are loyal.
Why the huge difference in perspectives? Many believe it has to do with the way Millennials think about loyalty. Many members of this generation do not necessarily pledge themselves to a company, but to a boss or co-workers. Cam Marston, author of “Motivating the ‘What’s In It For Me’ Workforce” says, “Effective bosses are the number one reason why Millennials stay at a job…They have great respect for leaders and loyalty, but they don’t respect authority ‘just because.’ This is why it’s so important to have exceptional leaders at companies to retain these younger workers. They don’t want someone who micromanages and thinks of them as just another worker. They want someone who inspires them to stay at a company.”
Another attribute that keeps Millennials loyal? Workplace atmosphere. A 2012 survey by Net Impact found that 88% of workers considered “positive culture” important or essential to their dream job, and 86% said the same for work they found “interesting.” Additionally, the same Net Impact survey found that 58% of respondents said they would take a 15% pay cut in order to work for an organization “with values like my own,” demonstrating that Millennials are not just content with “any old job,” but seek meaning in the work that they do.
The issue of Millennials and loyalty is a tricky one, but one thing is certain: We cannot just write-off this generation as disloyal and wishy-washy. With the right workplace atmosphere, excellent leadership, and by providing the right set of motivation tools (as mentioned in last week’s post), Millennials will stick around and perform the kind of innovative, creative work that they’re known for.
If you (or your company) needs help creating the right conditions for your Millennial workforce, contact me to discuss potential strategies.
Tags: millennials and disloyalty, millennials and loyalty, the millennial generation at work, workplace loyalty
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