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Hope for Mid-Career Workers

If you’re a mid-career worker, I’m telling you to not give up hope regarding your career. It has seemed that this generation is being overlooked, discarded and forgotten. But that’s only if you read ‘the news’ that’s out there.

Mid-career workers have an abundance of knowledge and experience to offer an employer that is lacking with newer ones, just by virtue of the years they’ve spent in the workforce. This is just a fact-of-life. Younger workers have years ahead of them to hone their knowledge and skills; it’s the path of evolution.

I was very heartened at a recent panel discussion I served on, where the topic of older workers being ‘viable’ came up. The consensus across the board is that mid-career workers are still valued and needed. It was also encouraging that one organization in the audience asked for the best way to recruit them – yeah!

Some advice that came from the panel:

  • the language to recruit mid-career workers needs to change and be more appealing in addressing their knowledge and skills, which is what they value most
  • go where they ‘hang out’ – meetings, alumni associations and the like to market your organization
  • hold open-house hiring events to encourage them to come to you
  • be open to allowing them to apply in person (the old way) and have a designated person who can speak to them, which can expedite long hiring processes that often discourage them
  • change the overall view that seems to only focus on hiring younger workers, which will encourage mid-careers to apply; this also will create more diversity within your organization
  • change the perception that mid-career workers are not technology-focused – highlight those skills you do have to change this perception with employers by highlighting skills you do have (if not, go take a class to learn more). This seemed to be one of the biggest detriments to hiring/keeping them.

Mid-career workers are, and will continue to be, vital to the work force. Their success is contingent on both sides – employer and worker. Changing perceptions and focus won’t be easy but is desperately needed as new generations enter the workforce. The viability and success of your organization is dependent on this.

If you’re a mid-career workers and need help entering or continuing successfully in the workforce, let’s talk. Contact us today at http://www.cyscoaching.com

Career Points from a Recruiter’s Perspective

No, I’m not a recruiter, although I have done my fair share informally. I had the opportunity to participate in a panel last week for a recruiter’s group so I thought I’d share some key points that came up as these can help you in the work you do, or if you’re looking to make a career transition at any point:

  • Traditional interviewing is not dead, although seems to be fading fast: the opinion of some recruiters is that they don’t need to bring a job candidate in to the office for an in-person interview; they feel using Skype is acceptable due to time and money constraints, in addition to ease. However, they would like to see candidates be more prepared in both their dress and preparedness; a few recruiters said they’ve had candidates ‘show up’ in casual wear and even pajamas!
  • The phone interview is still the first step to hiring
  • Mid-career and older workers are still valued: not all focus is placed on younger workers, although a consensus is that it is more difficult for older workers to get hired. Some opinions were that older workers are not presenting themselves as well by show-casing their skills and experience. The majority feel that organizations need to change their mentality on older workers and look at the value they bring, perhaps in more mentoring and coaching positions to younger workers.
  • Background checks are very important to getting hired: all recruiters stated that they do background checks, which can uncover missteps that a candidate may believe has been expunged or is ‘too old’ to have any validity. Background checks are extensive, more-so for governmental positions. The one thing they all agreed on is to never omit – or check ‘No’ – that you’ve had some ‘blip’ in your past; it’s not the ‘blip’ but the lie that will omit you as a candidate.
  • Job and culture fit: is it critical that a good fit be made in both the job tasks and the culture to work in, which the group agreed on; however, this is not always done with onus being on both job candidates and the point-of-contact for an organization. Reading job descriptions to ensure a fit, as well as ensuring those descriptions are detailed and well-written so a potential candidate identifies, is the start; asking the ‘hard’ questions, on both sides, will help to ensure the fit is there. Being honest about all aspects of the job, such as expectations for work (attendance, actual time spent, vacations, promotions, etc.) and opportunities to stand and be recognized should be required topics to ensure fit is there. Both sides want to have a win-win outcome.

I hope these points are helpful when looking to make a career transition, whether that is within or outside of your organization. Be sure to do your homework, meaning know your skills and what you bring to an organization; beef up on your interviewing skills, which includes online, to present yourself well to a potential employer; be honest; and know your needs regarding the type of organization you want to work for in terms of the overall feel as well as the for the type of work to done, and how that work is expected to be performed. Being happy in your job is something we all strive for – it starts with you and the categories referenced above.

If you want help in your career, whether to be happy in your work or in making a career transition, then contact us today to get started! http://www.cyscoaching.com

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