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It's that time of year again... so without further ado, here are my workplace predictions for 2008:
1) Upon graduation from college/university, the tail end of Gen "X" and the emerging Generation "Y" will begin to migrate overseas due to rapidly emerging global opportunities. In the short term, this will open more doors for the older workforce. As the years rush by, it is possible that these ex-pats will stay abroad for their lifetimes and they will be sending money home to their aging parents who have not saved enough for their own futures.
2) Evolutionary technologies and new terminologies will become a part of your daily life and vocabulary. Get ready. Study the start of wireless technology that will improve our thought processing. Rejoice as new medical breakthroughs begin to improve the aging process by extending the quality of your life.
3) Prepare as "tens of millions of American workers experience an element of job insecurity that has heretofore been reserved for manufacturing workers," according to the Vice Chair of the Board of Governors of the Federal Reserve System, Alan S. Blinder.
4) Workers over the age of 45 will account for 40% of our workforce in 2008. A few short years from now (2012), the march of time will find workers over the age of 55 approaching 20% of our workforce. As a result, organizations that have been dragging their feet in hiring older workers will change their ways BUT many mature workers will only be engaged to fill project needs and job insecurity will still rule. Get ready now.
5) Watch the advances in the robotic workforce with me. Read about Japan's efforts in this area. Future workers may collaborate with robots or be replaced by them. Advances may happen sooner than you think, and they may affect your chosen career in a very few years.
For a look at what happened with my 2007 predictions, check out the archived newsletters at www.agelessinamerica.com.
I have been reading through our latest Emerging Workforce data and found something that was a bit surprising: 61% of all workers plan to work until they are 65 or older and 11% plan to retire after age 70. I even saw an article this week which profiled people working in their nineties - that's a bit extreme, though.
However, the reality is that lot of us will be working well beyond the traditional age of retirement. People are living longer, healthier lives and simply want to work longer to stay active, etc. But living longer means the need for more money and since it seems fewer people are saving for retirement these days, many people will need to work to maintain a certain lifestyle, pay medical bills and so on.
Will you be working into your sixties or seventies? And if you do, will you choose to go into business for yourself or consulting or remain in the corporate world?
Frankly, I have another 30 years until I even consider it, so it's hard for me to even imagine it now. But I do know that it will be hard to just stop working at age 65 and hang it up. Sure, it sounds appealing at this very moment as I sit here wishing I could go home or on an extended vacation, but after 40+ years of contributing at work, that's easier said than done.
We recently discovered an online job board and career center specifically targeting workers who are 50 and over. Adage is an Australian-based organization that offers services to candidates with all skills sets from executive to blue collar positions. Adage also has a blog chock full of useful information for mature workers.
Niche sites such as these can be incredibly helpful for candidates because they address workplace questions, issues and concerns that fellow peers have experienced. Take for example, Gen Plus, another blog that addresses more than work and lifestyle issues for those who are 50 and older. Gen Plus, written by the Company's founder, has a mission to bring meaning, esteem and useful information to the mature populations of the United States and Canada.
Also, in your quest for career advice, don't forget to check the Big Time for blog posts regarding this topic. Spherion's very own Carleen MacKay, one of a very few experts in the United States whose career life is specialized in the 50+ workforce, is always offering insight into the world of the mature workforce.
Happy Birthday America! Did you know on the 4th of July in 1776, an estimated 2.5 million people lived in the USA? Today, 302 million people are crowded into our slice of this small planet. A person born in 1776 could expect to live 35 years. A person born today can expect to live 80 years. Which brings me to today's topic... Why businesses should be happy people are living and thus, working longer.
Here are just a few of the compelling reasons:
- The economy's shift toward knowledge-based jobs and away from physical labor will favor mature workers with established higher levels of education and credentials who can increase competitive advantages for employers. Until sheer numbers of our youth dramatically increase their educational investment in math, science and technology, we will desperately need qualified mature workers to continue to contribute.
- The mature workforce offers employer's one of the best opportunities to combine experience with flexibility and, hence, lower costs associated with engaging a workforce that often prefers project or flexible work options.
- The Bureau of Labor Statistics makes the case that there will be a worker shortage of nearly 10 million people by 2010 as mature workers continue to exit the workforce. Others have stated that recruiting talent from all generations is at the top of critical issues in 2007 as it is this year when demand seriously begins to outpace supply.
If your employer isn't getting the picture, there are a number of resources that can educate them on the many benefits of engaging a maturing workforce as an integral part of their business strategies.
I'm frequently asked questions about etiquette and procedure when working with recruiters. One question I field most often is whether it is acceptable to work with two recruiters at the same time. There are varying opinions on this topic but here's my two cents.
It depends. I don't mean to be vague here but that's the truth. Let me explain. If you are a "hot" candidate with skills that are in high demand and you are looking within a narrow job market (geographically), then you are best to stick with one recruiter. The reason is recruiters are generally paid on a commission or contingency basis. This means they only get paid when the person they present or recommend is hired. If you're working with two different recruiters, from different firms, and they both submit your resume for the same position, you've got a problem. Now the potential employer fears having to pay two fees if they'd like to hire you, and when (not if, but when) the recruiters find out, you will have burned a bridge with two valuable resources.
A great option for these types of candidates is to give a recruiter an exclusive. This means you give your recruiter an opportunity to represent you exclusively for a set period of time and in exchange you promise not to work with any other recruiters for the same time period. If you are working with multiple recruiters and one of them asks for exclusivity, make sure you are open and honest with all of them about your choice. Again, this scenario works best for candidates with skills in high, high demand.
On the other hand, if you are seeking employment in an industry or a position in high supply or looking in a number of geographic locations, then it is generally best to work with several recruiters and staffing agencies. One reason is that in the recruiting worlds, recruiters can only show you what they have in their portfolio of clients. Working with multiple recruiters makes more sense because it gives you access to the entire job market and can expose you to the broadest range of companies and options as possible. This will increase your chances of standing out among a large number of job seekers and candidates. Just make sure you know where your resume is being submitted in order to avoid the unlikely scenario above.
My mature worker friends often ask me, "Why should I continue to work?" Truthfully, the reasons are so many that they won't fit here in this one post. So, I'll break it up into a few. Here's your first installment of compelling reasons to work throughout your maturity:
Reason #1: You are programmed to live longer, much longer, than your parents lived. The old rules when old was old (just like old benefits) no longer apply. In 1935 when Social Security benefits began, American men lived until 59 and women until 61. As you can see, few collected! Today's numbers are 79 and 81. A difference of 20 years is a very long time to sit on your duff.
Reason #2: You are likely to suffer from nasty withdrawal if you abruptly leave the world of work. A sudden change from full-time, demanding work to no work of any sort just may be your very worst option.
Reason #3: You may discover new and very bad habits if you don't work. Forecasts report that the numbers of older adults affected by substance abuse are soaring. Available studies suggest that substance dependency of abusing adults over 50 will increase from 1.7 million folks to 4.4 million by 2020. Some reports indicate that baby boomers have three to four times the rate of emotional disorders (depression, suicide, anxiety, as well as alcohol and drug abuse) than is found in today's elderly population (Koenig, George, & Schneider, 1994). Do you think depression gets better the longer you sit around doing nothing?
Reason #4: You may simply wish to perform a "death defying act" by working longer. People who work longer also live longer and live healthier. Google the Organization for Economic Cooperation and Development (OECD) for all the supporting evidence you will ever need.
Reason #5: You may need a good reason to get out of the house. Does your spouse really want you at home around the clock? Will 24/7 prove to be the death of a good marriage? Do you enjoy cleaning the garage? And, how important is a continued sense of responsibility and structure in a lifetime when both were once central to every day?
Link to my new site http://www.agelessinamerica.com/ to see what I'm doing to educate organizations' leaders about the advantages they will enjoy when they engage YOU!
Part of your due diligence in planning your mature work and life is to develop an understanding of changing demographics. We provide our smart corporate clients with demographic studies that help them to understand population shifts and plan their workforce needs. I suggest that you think like a smart company and plan your life and work by learning where your community, or target community, is headed. Take a look at the following examples:
Arizona is our fastest growing state. From 2000-2005, the population grew by 15.8% as contrasted with the U.S. growth for the same period of time at 5.3%. The population at the end of 2005 (the latest census data) revealed that 9% of the population was between the ages of 18 and 24. Twenty-three percent of the population fell between the ages of 45 and 64 and 28% were 65 or older. Where will employers spend their recruiting dollars? If you are a Zonie, how will you compete with such a large population of mature workers?
Californians are working longer. The California Budget Project in Sacramento found that 62% of Californians ages 55 to 64 were employed last year, compared to 54% in 1995. The study found that just over a quarter of those in the 65 to 69 age group were working last year and, according to the study, they were working principally because of financial insecurity.
Washington, specifically - Seattle - ranks as the smartest city (if you equate education with being "smart") in the U.S. as 52.7% of its residents, age 25 or older, have completed a bachelor's degree (or higher) according to a 2007 ranking by the Census bureau. Seattle also has more than its share of residents with advanced degrees: 20.5%. Why is this important? Here's why. Smart cities are voted most likely to succeed in the future. Is Washington the state for your mature years? Or, are other challenges likely to get in the way?
Wisconsin is slated to become one of the most acutely impacted states by the graying of its population. According to Senior Service America, a nonprofit organization, "all of the growth in the working-age population of Wisconsin by 2015 will be generated by persons 55 and older."
What about the demographic outlook in your state? Remember that the future favors the prepared mind and the time to begin planning your future is now.
We've been hearing for a number of years about the knowledge and skills gap that will be left by the impending, and massive retirement of baby boomers. I ran across a recent Forbes article about the fastest growing jobs in America, many of which made the list due to this boomer phenomenon. Here are a few highlights from their article:
- Number one on the list: Home health aides, with estimated growth of 56% in their numbers over the next eight years.
- Medical assistants, dental assistants and physical therapist aides should all see growth of more than 30% by 2014.
- No finance or accounting gigs made the list, which was compiled before the private equity bonanza of 2006.
- There will be 32% more college professors in 2014 than 2004, according to the BLS, and 33% more preschool teachers.
- Technology jobs are growing rapidly. Software engineers and network systems analysts make the top 10 overall.
The exodus of baby boomers from the workforce is certainly one reason for the projected increase in these positions. In addition, the sheer size of the boomer population that is growing older and living longer is also influencing the growth of medical-related professions. Simply put, more people will be needed to take care of this aging generation.
Pursuing a career in any of these industries is a wise decision - just make sure to take advantage of working with the boomers who are still working but near retirement. These mentors will be your best resource for learning skills and knowledge applicable to your new career.
The days of staying with one company your entire career are all but over. Most workers stay with one employer for an average two to three years, and then move on. Some career experts say this practice is perfectly acceptable, particularly given that many of today's employers simply expect it. I ran across a recent Brazen Careerist post in which the blogger maintains that staying with one employer for a long time can be "career suicide," giving advice on how candidates can safely change jobs frequently.
I certainly agree with the notion that changing your career frequently is not a career mistake, especially if the move makes sense for you. For example, you find a job at another employer that will provide more opportunities to build your skills sets than your current employer, leading to better career opportunities in the future.
However, I'd argue that staying with one employer for a long period of time can also be the best non-move of your career. Let me qualify... if you have been working your same job for several years without advancement it is probably time to either speak up, or move on. But, if you receive steady increases in job title and salary, and have shaped your skills and developed a specialty, then there is no need to move on.
Through acquisitions and mergers, I have essentially worked for Spherion for more than 20 years, and I haven't looked back. I started out as an entry level recruiter at a small boutique recruiting firm and continued to take on new positions within that organization. Then, we were acquired by Spherion and new opportunities to expand my career presented themselves. Today, I am a Senior Vice President and Group Executive of Professional Services, creating new strategy for our recruitment efforts on behalf of some of largest clients. I have managed to gain the same experience, title changes and salary increases that I may have achieved through ten different companies. Yes, there were growing pains, but at the end of the day, I have achieved my career goals and still feel confident in my status as a viable part of the company.
I am curious to hear how others have handled their career paths, and what tips can you offer as either an employee with longevity, or someone who has job hopped. What's the longest you have ever stayed with an employer? Did it hurt or hinder your career?
Tags: career+advice career+advancement changing+jobs job+jumpers finding+work+you+love finding+the+right+job work+life+balance work+family+balance family+work+balance balancing+family+and+work life+balance
Filed under: 50+ Careers, Accounting & Finance Careers, Brendan Courtney, Career Advice, Hot Topics, Job Search Guidance, Success on the Job, Tech Careers, Temp Work, Work/Life Balance
Posted by Brendan Courtney on March 21, 2007 at 9:29 AM
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We have all had that frustrating feeling at work. You come into the office day in and day out, working on the same projects and feeling, well, stuck. You just know that other executives are busily working on exciting projects that "mean" something to the company. However, there are ways to combat this feeling and project a more "executive image."
A recent
post on Simply Hired's corporate blog provides two important suggestions on how to rev up your career growth:
- If you are feeling a blank spot in your current career, it is always possible to attempt finding new opportunities for growth within your current company or current position. Not only is this a resume builder for later, but it also shows your current boss initiative.
- Begin to give a monetary value to what you do for your company. The blogger says to consider the amount of money you SAVE your company by the work that you do.
If you are feeling that you have mastered the tasks and responsibilities of you current job, then it is probably time for you to try something more challenging. Don't be afraid to discuss this feeling with your manager. Even if a higher position is not available at the time, your manager may be able to give you higher level projects to work on, helping to calm your restlessness and give you experience in another area of the company. And don't forget the added benefit of showing your loyalty to the company by asking for new work responsibilities instead of looking for a new job that may offer different challenges.
The second tip advising employees to attribute a monetary value to the work they currently perform on behalf of the company can be difficult to do at first. Try researching the resumes of people in similar jobs as your own, they may include some creative ways of attributing monetary value to your responsibilities. Also, think outside the box. For example, you may think the spreadsheet you created to help manage project timelines is a simple part of your job, but think about how it may have saved time (and therefore money) for the company.
What is demography you ask? Well, according to Websters, it is the statistical study of human populations especially with reference to size and density, distribution, and vital statistics. Why should you care?
If you are a leader of an organization and do not understand the dramatic changes brought about by demographic shifts, your organization will not meet your recruiting, development and retention needs. Leaders that think through the demographic data, come up with the right questions and develop a long-term strategy, that includes an action plan, will ride the wave of change tomorrow. Those who don’t will falter and spend more money and time on increasingly disappointing outcomes.
If you are a mature worker struggling to figure out your future-focused career and life choices, you will need to marry your demographic knowledge with a keen understanding of evolving technologies, global shifts and other aspects of work and life change. When you learn to do this you will re-write the rules of working in America. If you don’t, prepare to watch the world of work go by before you are ready to leave it behind.
Let’s look at a couple of age related demographics that affect America’s (and your) ability to compete.
Right now in America, two workers are leaving the workforce for every one entering. To add to this challenge, the next generation (Gen “X” – born after the baby boomers) is smaller in size (46 million) than the boomers (78 million). By working a few years longer, Boomers, and other mature workers, can bridge the gap until Gen “Y” (77+ million) matures.
The labor department projects that workers age 55 and older will grow at four times the rate of the labor force overall - the fastest growth rates of any age group.
“AGE SHIFT” is happening…and it is the most defining economic and social change in America.
Q: I'm a mature worker who is trying to re-enter the workforce after being away for awhile. How do I explain the gap in my employment?
- Submitted by Madeline Chase, Beloit, WI
A: Dear Madeline,
Many workers of all ages have gaps in their employment. The good news is that these gaps do not need to be stumbling blocks when it comes to landing the job you want.
Gaps in employment history are something many workers, of all ages, will have to address during their job search. But be assured, gaps in work history are not deal breakers when it comes to landing a job opportunity. There are many ways to tackle this situation.
First, consider writing a resume that highlights key functions or skills versus a traditional chronological version. This gives you the opportunity to draw attention to your key accomplishments over the years and not the specifics (i.e. dates) of your previous positions. This works particularly well for mature workers who have a wealth of employment history and skills to convey in their resume. Even if you decide to go this route, prospective employers may still be interested in the types of companies you've worked for so you may want to simply list the employer names and industries at the end of your resume.
Second, be prepared to explain the gap in your career. There may be occasions where you are required to complete a job application which mandates specific dates of your previous employment. Or, your job history may not lend itself to a functional resume and you'd prefer to stick with a standard, chronological version.
A verbal explanation should be short, simple and most importantly, not defensive in nature. In your case, an example may be "I made a decision to exit the workforce for a brief time to pursue personal interests and am now anxious to reapply the many skills I've acquired during my career."
If you choose to include the explanation on your resume, again keep it simple, such as: Dec. 2004 to Present: Left work to pursue personal interests and spend more time with family. Now eager to return to the workforce.
Lastly, make sure your employment gap doesn't get the best of you. You should feel confident and assured in marketing yourself. Focus on the wealth of expertise and experiences you bring to the table, and don't allow a small needle in a large haystack undermine your job search process.
Good luck Madeline!
Seymour
We all want to get along with our bosses, but what happens when your boss doesn't respect your personal boundaries?
BusinessWeekOnline features a weekly Q&A where readers can ask HR managers advice about job issues. A question recently addressed an issue regarding a boss that calls one of her employees at home after hours to discuss small issues and chat about things that could be discussed at work.
This could be a difficult situation for many employees. You're afraid to risk offending your boss by asking them to stop calling, but you don't want to sacrifice your own time by late night calls from your workaholic supervisor.
The BusinessWeek answer advised the employee to limit the phone call to ten minutes by stating at the beginning that you only have a short time to talk. This could work for a short time, and eventually your boss may get the hint, but without explaining your actions you could risk hurting their feelings. Another idea is to speak directly with your boss, and ask them to reconsider calling you at home. Make sure to explain that you are willing to be available in case of an emergency, but that you have a number of personal responsibilities that require your attention after work and the importance of dedicating your time to those instead of non-emergency business items.
This is a tough situation, and there may not be a right or wrong answer. I would like to know what others' opinions are, and if anyone has had a similar experience and how they handled it.
Salary negotiation. It's one of the most difficult parts of the interview process. You don't want to seem over eager and ask for too much, but you don't want to be afraid to undervalue your experience by not asking for a higher salary. But hiring managers expect candidates will want to try and get a bump in salary, as that is one of the top reasons for workers to seek new employment.
In a recent post on Career Solvers, a blogger offered tools and tips to guide candidates in preparing a salary history, and negotiations. The post also suggested a couple of Web sites, payscale.com and salary.com, to help you research what you are worth based on experience, education and job market trends.
Using Web site tools such as these can really give you the confidence to know exactly what your job market can hold and what a reasonable salary request entails. Being knowledgeable about your position's salary range also gives you a leg up in the negotiation by showing the hiring manager that you are well aware of what you should be making based on compelling research.
So next time you find yourself on the hot seat, in the middle of salary discussions, relax and do your research ahead of time.
I've often heard my recruiter colleagues questioning whether mature workers can keep up with using the technology required in the typical workplace. To this I say, if you are hiring people who simply need to know how to use standard office technology, I suggest that you think about how easy it is use these tools. Office-based technology is so simple that if folks can't learn to work with today's tools, maybe they should not be driving on any highway, much less the technology highway.
The question is, can they learn? Ask the right questions about how they have managed change and conquered new tasks and you'll have the answer as to whether they will step up and learn to master the relatively minor challenges of workplace technology.
Also, consider what guru Peter Weddles says about mature workers and their ability to hunt for jobs and apply online:
"There are more people over the age of 56 (10%) visiting job boards and corporate career sites than there are people under the age of 25 (8.8%) who do so. There are almost as many people over the age of 50 (22.4%) using employment sites as there are people under the age of 30 (26.8%) who use them. The usage pattern across the entire population is almost evenly split between those under the age of 40 (53.7%) and those over it (46.3%)."
This is the bottom line according to Weddle's Research. "The alleged deficiencies of 'older' workers-they don't learn quickly, they are Luddites with new technology, they can't relate to younger workers-have all now been decisively disproven."
Finally, if you want to hire a technology expert, may I introduce you to my neighbor's 14 year-old son?
Let's face it, resume writing can be difficult and stressful. To help combat the confusion when writing a resume, try refreshing your memory with some useful tips.
CareerHub is a great source for career tips, and interviewing and resume tools. Recently, they posted a link to one of Louise Fletcher's e-books called Insider's Guide to Resume Writing. The ebook is sent to recipients via email and can be found here. This is a timeless source for not only writing your resume, but offers other ideas and guidance about finding a job.
Here are a couple of chapters that I found most interesting and provides some sage advice.
· Louis Fletcher's chapter called "Don't Write a Resume - Tell a Story." This section focuses on shaping your resume to tell what you have done and how you did it.
· Another chapter called "How to Pass the Hiring Manager's 30-Second Test" is based on the idea that hiring managers only take 30-seconds to review a resume. This provides job seekers useful advice for creating a resume that stands out from the masses.
· Also check out the chapter titled the "Pros and Cons of the Two-Page Resume." This gives some food for thought when considering what to add or delete from your resume.
Resumes are the most important first step in the job search. They are often your first impression, and represent the type of employee/candidate that you are so make sure its a good one. Good luck!
Are you under the impression that annual reviews are simply a required waste of time? Many workers believe that annual or year-end reviews are nothing but a "go through the motions" process that has little impact or reward for them on the other side. But the truth is it doesn't need to be that way. An article posted recently on Business Week.com gives some great advice to both manager and employees on how to make the most of the performance review process. I've got a few hints of my own for workers.
Know How the Process Works. Whether you are new to the organization or a veteran of the company, find out the details about how your company approaches the year-end review process. Ask to see the form(s) that are used so that you have a clear idea of what metrics or measurable items are being utilized to gauge your performance.
Help Your Boss Help You. Remember, annual reviews are another addition to your boss' "to do" list, and one they didn't ask for either. That means they may not be keeping meticulous notes on your performance throughout the year. Help them recall your accomplishments by writing them a memo, filling out the review forms yourself ahead of time, or email in a format that is easy to incorporate into your review.
Make Yourself Distinguishable. In other words, just because you did your job, and did it well over the course of a year, doesn't make for a compelling reason to hand you a raise or a promotion. Most bosses only have a limited budget to dole out raises so a big increase for you means a smaller raise to your peers. Make sure your yearly accomplishments focus on ways you differentiated yourself from your coworkers or took on additional responsibilities that were beyond the scope of your job description.
Remember, the old saying "you get out what you put in" holds true for annual performance reviews too.
Q: "It's been a year since I last worked. I'm over 50 years old and although I can't prove it, I believe I am being discriminated against due to age. Sure, it's against the law to age discriminate, but it's also against the law to commit murder. Go figure.....Everyone loves my qualifications on my resume and call me in for interviews, then I never hear back from them. I need a job for the sake of survival. When I got fired, I literally got executed. It destroys your life, your hopes for future security. All I can think about is if I'll be pushing a shopping cart with empty cans when I get older. What can I do?" Comment posted here by Bianca Arbucci
A:
Dear Bianca,
Do take time to review your resume to ensure it presents your experience, skills and capabilities positively and on one page, if possible. You stated your qualifications are getting you interviews, so that is positive, but you don't get called back for secondary interviews or offered positions. Before considering that it is an age issue, take some time to analyze your interview skills. Being able to present your experience, knowledge, skills and qualifications in an effective verbal presentation to a prospective employer is what wins candidates the job.
Also, making sure the positions you have applied for are directly related to your experience and qualifications is key. Ask a friend, former co-worker or mentor to role play with you to critique your interviewing skills. The ability to present how your qualifications have made an impact to your former employers business can be difficult without actually practicing it a few times.
You also stated you were fired from your previous position. Depending on the circumstances surrounding your separation, there are several reasons someone may be involuntarily terminated, for example lay offs, mergers or performance to name a few. Notwithstanding the actual reason in your specific situation, how one communicates the situation surrounding their separation can negatively or positively impact a prospective employers decision to hire a candidate or not. Speak positively about your previous positions and employers. Highlight your successes and be honest during the interview if it was due to a performance issue. For example, your productivity in sales was lacking, therefore they let you go. Explain what you have since done to bolster your skills and abilities to ensure you are able to compete successfully in a sales environment. This may include completing some seminars, reading and research on the innovations in the industry, mentoring with other sales professionals in the business to fine tune your selling skills, or possibly taking courses in sales and marketing etc...
Here are some online resources as well:
http://www.careerjournal.com/myc/fifty/20050919-coombes.html The 50 best companies for workers 50 and older.
http://careersat50.monster.com/articles/resumes-for-older-workers/ Get your resume right, for workers over 50.
And, if you still feel you are being discriminated against, you can go to these helpful sites:
AARP's Age Discrimination Help Page: http://www.aarp.org/money/careers/jobloss/a2004-04-28-agediscrimination.html
Campaign Against Age Discrimination in Employment, a non-profit business that helps both pass litigation and helps those who feel they have been discriminated against based on their age: http://www.caade.net/
Best of luck Bianca,
Seymour
I have thought long and hard about over the past few weeks about what New Year's wisdom I can offer to help mature workers nourish their career in 2007. I hope you enjoy what I've decided upon.
First, some encouragement. Your best, most meaningful work is likely to be found around the corner of life we label as "maturity."
Second, my recipe for a successful working maturity which I follow diligently:
- Seek first to understand yourself by knowing which "gifts" you bring to that effort we call work.
- Don't ever confuse your talent with your learned skills. They are far from the same thing.
- Develop a healthy appetite for understanding the possibilities inherent in the future.
- Design your own "philosophy" of life. Work and live up to your expectations of yourself.
- Last longer at trying for what you want to happen than your good sense might suggest.
- Don't worry if success is found by experiencing a few failures - failure is the learning experience that usually offers the most direct path to success.
- Commit to "doing" and "learning" vs. waiting and hoping for something to happen. For example, I developed a list of 10 things to do before I died and am about half way through. It feels good to check off these accomplishments.
And last, a happy thought. By 2012, a few short years from now, the workforce will be losing more than two workers for every one it gains (Source: U.S. Department of Labor). Sounds like a competitive advantage to me. How about to you? Beat the rush. Pioneer your future by learning about the many advantages mature workers offer America and the wide world of work.
I am always interested in articles and blog posts that refer to "hot jobs" or "top career choices" lists. One such list that caught my eye was recently posted on Career Builder Campus blog. It names some exciting and rather inventive career options, including Art Therapist and Animal Defense Attorney. Yes, those are real jobs. If you've got a passion for something unique and what may be considered a niche career, these are some great options for you. For those of you who want to stick with career paths a bit more commonplace, you've got choices too. Consider some "hot" mainstream industries in 2007 that are desperately seeking good, qualified talent.
Healthcare will continue to seek out dedicated employees, especially in nursing and allied health positions. If you're looking for a career that has longevity and provides a daily dose of excitement, healthcare may be right up your alley.
Technology is still a red hot option. The IT industry is always evolving with new products and innovative ideas, which can mean long term growth opportunities and an outlet for creative juices. It too remains one of the most exciting career choices for potential job candidates.
Other industries that make my list of "2007 hot jobs" include accounting, education, law enforcement and human resources.
Whether your goal in life is to become an executive chef to the rich and famous, or to happily spend your days crunching numbers, the opportunities are bountiful. Once you've chosen a field to pursue, focus your energy and efforts towards landing the job. For help and advice on getting the job check out the posts in the job search guidance and career advice sections of this blog.
As promised, here are a few more of my predictions for and about the mature workforce in 2007...
Litigation, based on age discrimination, will accelerate in 2007. As mature workers linger between jobs following layoffs, sheer numbers dictate that lawsuits will soon follow as 10,000 boomers turn 50 and 8,000 baby boomers turn 60 each and every day.
The effects, for better and worse, of globalization will continue as high tech service jobs join the march overseas. And large numbers of recent college grads will begin to leave this country to live and work in other countries. Jobs will be back-filled here by the mature workforce.
In spite of the housing market slump, mature Americans will continue to leave home for the mountains in the West or the mild climate in the South. These folks, and others, will use the Internet to work remotely.
Record numbers of mature students will flood our universities and institutions of higher learning. Some universities will begin to see the possibilities that extended studies will, one day, outperform income from undergraduate studies. A concerted effort will be made by these institutions to attract continuing students in 2007.
It is widely known that more and more bilingual employees are needed to fit the needs of companies in many industries. A recent Career Builder post identifies healthcare, financial services, sales and marketing, social services and public services as some of the top industries actively seeking bilingual employees.
Having the ability to speak a second language, especially Spanish, is a true attribute for job seekers. If you are not already bilingual, here are a few suggestions about how to learn a second language.
Before purchasing any foreign language materials, conduct a little research about the foreign languages that are most prominent in your market. Spanish has already been mentioned and is probably the most frequently used foreign language. But there may be other languages that are just as important to your local market, for example, Creole in South Florida, or Asian languages in California and other Western states.
Check out your local community colleges or schools that specialize in foreign language such as Berlitz. Their classes are typically very affordable, and a good place to start learning correct pronunciation and grammar usage. If you are a better independent learner, there are numerous amounts of computer software and languages CDs that are available for a multitude of foreign languages.
Once you feel that you have good command of a language, be sure to highlight your language ability under "Special Skills" on your resume.
Learning a second and maybe even a third or fourth language is not only a fun and exciting challenge, but it just may help you land your dream job!
