How do older workers compete in today's job market?
Older workers face the same challenges that others do. It is important not to worry about the other candidates competing for the same job. The most important thing to remember is that any candidate must be able to articulate what he/ she can uniquely bring to an employer, regardless of age. Effectively describing your value proposition is key - and if this is done well, companies are not averse to hiring older workers. It is also important for older job seekers to do appropriate research in advance of targeting employers - i.e., technology companies may not hire older workers in engineering because they might be seeking people that have experience in the latest technologies and the degree/educational background to match. Also, it is important for candidates to find out as much as possible about what kinds of people the company typically hires so that they can better target the right companies for them. You can use networking sites like LinkedIn to find current employees at your target companies and get answers to some of these questions. For example, larger companies tend to hire for a career vs. for a particular job - and as such, older workers who are specialized in one particular area and have worked in one industry/company may not be the best candidates, as there may be few areas where they can be successful in the company. For such workers, a better strategy might be to target smaller companies that need experienced workers who can hit the ground running right away and succeed in a particular niche job. Lastly, it is important for older candidates to play up their experience in cover letters and resumes so that they can get to the interview stage... if the job has a basic qualification (i.e., an engineering degree) and you have worked as an engineer but don't have the degree, ask if the experience could substitute. In some cases, hiring requirements are so stringent that such candidates will be excluded, but it is worth a shot.
"I am helping an acquaintance seek employment. This person has a degree in speech communications but has not had a job in an office environment in a few years. He is an intelligent person with good communication skills but is unable to get an employer to consider him. He has sent out countless resumes but does not get an opportunity for an interview. I'm sure that given the chance, he would be able to make a good impression and would be a good candidate for employment. What can he do to get the opportunity to sell himself?"
As we teach in our recommended Barrington Career Center job search process, sending resumes out alone can't help you get a job - a combination of other efforts is required. For instance, networking with people in different circles other than your own can often lead to an opportunity. Also, use networking sites like LinkedIn to make a connection with someone currently working at the company to establish a more personal connection. The Career Center offers great workshops and seminars to help in those areas. Additionally, talk to everyone you know about the kind of job you are looking for - you never know who those people know - and those connections could lead to a great opportunity. As stated in the previous question, it is also important for candidates to practice articulating their unique value propositions to potential employers in both written (resumes and cover letter) and verbal communications (cold calls, phone screens, interviews, etc.). There are so many applicants out there - and we need to know why we should hire YOU specifically. The people who are best able to articulate this message are often the ones that get the job.
What are recruiters seeking to learn in a phone screen? What information are they trying to obtain to get to the next stage in the process?
Phone screens are usually one-way dialogues with the candidate. They are usually about 30-45 minutes long and can be conducted by a hiring manager, recruiter, or third party. Phone screens are a more personal way to get critical data to determine whether a candidate should be passed through for consideration at the next stage of the selection process. Screeners often are seeking to understand more about the candidate's experience and whether there is a match to what is required in the job. As such, it is not uncommon for candidates to be asked detailed questions about their work experience to get more data on their depth of experience in a particular area of interest (therefore, it's important to know your resume well and thoroughly read the job description in advance - and be prepared to highlight the experiences you have had that are most relevant to the job). Phone screens are generally more technical in nature, and are not meant to be "interviews"- it is important to understand the difference. Aside from the technical data screeners try to obtain, they are also looking for someone that can communicate in an effective, passionate, and succinct manner. Practice your "elevator speech" and be sure to deliver your message in a compelling way. Lastly, screeners sometimes will ask questions about fit to gauge whether you would fit well in the company and the job. Be prepared to answer questions about your career goals, target position and salary range, environments in which you thrive, etc. Remember It is in your best interest to answer all questions openly and honestly- you ultimately don't want to get hired into a position or company that is a poor fit for you.
I'm evaluating a job offer and it says that health benefits and some other benefits don't start until after 90 days of employment. Is this common?
Benefits start dates can vary by company and by benefit (i.e., some companies start medical coverage on the date of hire, but delay dental coverage, etc.). At the offer stage, it is typical for recruiters/ hiring managers to discuss benefits. If they don't, it is completely acceptable for the candidate to ask. In this particular situation, you might consider asking whether the company might offer a hiring bonus to help offset the costs of COBRA to keep insurance coverage. Some hourly positions may delay benefits to start because you might have to "pass" a probationary period first- but most positions at the middle management level and above do not have such waiting periods for benefits.
Do most companies do a credit check along with the background check? If so, do they need to tell you that they are doing the credit check?
The answer to this question depends on the company, the job, and the state in which the job is located (as state regulations could require that credit checks are done). The large majority of companies do credit checks for higher level positions and for those that directly involve the handling of money/ funds (as your credit could have a linkage to the rigorous ethical standards and financial responsibilities associated with the job). As part of their application process, companies will typically ask you to sign an authorization to do a background check, and a credit check could potentially be a part of this background check. They do not necessarily need to tell you that they are specifically doing the credit check as part of the background check.
"I’ve had an extensive international career (20+ years living and working in Europe). I am not in a position to travel at this phase of my career, but I want the organization to know that I am interested in such assignments from the “home office.” What is the likelihood of being considered for international projects that don’t require travel?"
The answer to this question depends on what level of travel you might be comfortable with and what you consider to be international projects. If you are not comfortable with taking international trips to support a global business, it might be best to position yourself as having extensive global experience but state that you don't have interest in supporting a global business that requires travel. You can certainly leverage your several years worth of experiences living and working abroad and assisting an organization in the global complexities of doing business. That experience will buy you credibility as you seek such opportunities. However, it might be best for you to target a group/ organization that is in its infancy of building its global presence as opposed to one that is more mature. The more mature the global organization is, the more likely they are to have an expectation that you travel internationally frequently. Bigger companies that have global roles tend to have them based in their corporate headquarters locations- however, many require international travel. Because of the economy, however, people are traveling less to save costs and leveraging technology to do global work via teleconference and virtual meetings in lieu of attending in-person meetings. If you have an interest in such roles/ projects, perhaps you could ask about the expectations regarding travel and inquire as to whether those expectations can be "managed" in other creative ways. It is important to remember however, that oftentimes direct contact is a requirement of the job and the job simply can't be done without that direct contact- so that solution may not work in all cases. If you are open to even a little bit of travel, it is important to say so- as sometimes people can move into global roles where they only travel 2-4 times a year (which really isn't much at all). Some people make the mistake of assuming that when a job requires travel that they need to travel very frequently or that all the trips are long international ones- and oftentimes, this is not the case. Thus, if you are open to ANY degree of travel,. it is important to let the recruiter for the position or the hiring manager know.
"I am a recent MBA graduate with a double concentration in Health Sector Management and Marketing Management. I have 5 years of project management experience in the medical device industry. I am looking to leverage my work experience and education in an administrative or business development position at a hospital. Unfortunately, it's been difficult getting an interview. I am interested to know what kinds of skills I need to get a "foot in the door"."
Depending on the role that you are targeting, you may have to consider taking a lower level position to get your foot in the door. Keep in mind that for some positions, clinical accreditations might be required and if you don't have such accreditations, you may be screened out before getting to the interview stage. Consider targeting a more general position that won't require such accreditations. Another tip might be to try and play up your experiences working or interacting in a hospital environment- do this in your resume first and foremost (because HR people often only get time to read the resume), but also do the same in a cover letter (in case the HR person likes what he/ she sees and reads on). Cover letters can help you address your gaps in your own words and can sometimes help "connect the dots". Additionally, be aware that some hospitals (just like many companies) use search engines to better screen applicants that are a stronger fit for the position- in such situations, it is especially important to be sure to include applicable keywords that better cater to the position you are applying for in your resume/ online application.
"I am a Director-level commercial credit professional and have been on the market since October. I am seeing job openings for the "top credit person" of various organizations, all at $100K or above base, but the titles tend to be Credit Manager. Is it a mistake to accept a position at 10% or less compensation than my previous ob and will the reduced title begin a downward trend in my career?"
As stated in our answer to the MBA graduate, depending on the role that you are targeting, you may have to consider taking a position that pays less to get your foot in the door. Taking a lower paying position, even for the interim, can be a great way to prove yourself and move to a higher level of pay later on. Job seekers often make the mistake of not pursuing great positions that pay slightly less than they were previously paid. Additionally, according to recent salary surveys, base pay for various jobs is actually decreasing, as several companies are trying to contain costs. It is important for job seekers to consider the intangibles that a job has to offer as well (vacation time, commuting time, benefits, etc.) while considering an offer. Therefore, it is not likely a "mistake" to accept a position at 10% or less compensation than your previous employer- you can likely make up for it in other ways (looking at the broader compensation and benefits package), or can view this as an opportunity to show your new employer what you are capable of, which can very possibly lead to a promotion and higher pay later on. Lastly, be sure to do your homework on salary ranges- it helps to have real data about the "going rate" for people targeting similar positions as you. Your stated salary expectations should align well with that data- and be sure to emphasize your flexibility. The more rigid you are regarding salary, you may inadvertently screen yourself out of a great opportunity.
"I am interviewing for a posted Manager role. I know the prior person in the role had a Director title, same responsibilities. After the first interview (went very well), there was some issue perhaps whether I am over-qualified and/or at the top of the salary range for the role. My prior role was at a Director level. At what point should I raise the issue of elevating the role- or should I let them raise it first? Reality is after 6 months out, I would take the role at the Manager level and don't want to pass on the opportunity, although I'm working on two other Director level roles. I know it doesn't look good on the resume to be at the Director level for 2 years then go back down".
Titles are often specific to a particular company. As such, it is difficult to compare titles across companies. Also, titles can even vary greatly globally within a company. Therefore, while evaluating a job opportunity, it is important to look beyond the title- look at reporting structure and job content to decide whether the role is in line with what you are seeking. HR professionals are aware of this and pay more attention to your previous experience when considering you for the next opportunity- not the title itself. Assuming you take the Manager role, you should view that position as an opportunity to show your employer what you are capable of- and your performance could lead to a higher level position. You shouldn't assume that taking a Manager role would keep you "stuck" in a Manager role forever. If you know for a fact that you are at the top of their desired salary range for the opening, you should make it clear that you are flexible in taking the manager level opening- or you may not even get a shot at it. Once on the job, and you are able to prove to your employer that you are functioning at a higher level, you can certainly bring up your desire that they reevaluate the position and consider you for a potential promotion.
"As a displaced worker looking to transfer my skills to a completely different industry, I feel that I may be at a disadvantage against other applicants since I have not yet earned a Bachelor-level degree (although I am currently enrolled in a BS completion program). Am I just out of luck until I earn the BS, which will take me two years?"
Bachelor degrees are required for most openings- since most applicants have the degree, it's usually "table stakes" now for employers to require it. However, some companies are willing to make offers contingent upon the completion of a degree- you may want to inquire if that might be a possibility. Additionally, applicants sometimes make the mistake of assuming that getting any bachelors degree will get them in the door, when in actuality, they should be getting a bachelors that is more aligned to the area that they are applying for. If you have a specific target field in mind, be sure that your bachelors is aligned with that field- versus doing a general BS or BA. OFCCP guidelines have made it very tough for employers to consider applicants for jobs who have unrelated degrees- we must hire applicants that have the backgrounds as stated in the requirements for the position. Alternatively, if getting the bachelors is going to take awhile, you may consider pursuing certifications that are relevant to your specific target field in the interim (i.e., Green Belt, Project Management Certification, etc.).
"Recently, I had several inquiries by large companies who were asking their recruiters to verify past corporate experience. I have held positions with only two companies in my career. I consider my last position to have been a corporate office atmosphere. I've tried to make that clear to the recruiter, but it doesn't seem to get me in the door. What are these companies concerned about in screening out applicants that haven't had past "corporate experience"? Is there anything I can do to allay their concerns and grant me an interview?"
Not fully knowing the details of the recruiter's comments, we are guessing that you have not previously worked in a corporate environment (specifically, larger, for-profit companies). If that is the case, consider one of the following two approaches: 1) target companies that are more similar to those you have worked for in the past or 2) if you are targeting new kinds of companies, try to play up relevant experiences as much as possible in your resume, cover letter, and interviews. Provide specific examples and emphasize situations where you have had experiences that match up more closely with the company you are applying to (i.e., if the company requires multi-site experience, talk about situations in which you have served on project teams that spanned multiple locations).
