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By rashley, March 7, 2010 7:02 pm

Other’s over 50 are gainfully employed, why not you? What did they do that you didn’t?

Over 50 and looking for work can be traumatic. You are told you are overqualified, won’t fit the culture or just overlooked.

Don’t let age discrimination get you down. Look around. Many people with a bit of grey in their hair and long tenure in the workforce are employed in terrific jobs and valued as members of the business community.

The gorilla in the closet: Please, don’t shoot the messenger on this one. One of the most career-limiting aspects of a job search is your appearance; your energy level and fitness. Employers won’t tell you this, but they rule you in or out almost immediately upon seeing you in person.

If your posture is poor and you are out of breath with normal exertion, it is hard for hiring authorities to see you as hireable. It isn’t about insurance premiums, it’s about stamina and ability to keep up.

If you are overweight, dress to minimize. Men, wear braces to keep your britches from lingering under your belly. Make sure your shirt passes the two finger test.

Women, stay away from loose fitting boxy clothing that masks your curves. Chose instead tailored clothing that has darts and allude to a waist. Watch that hems are just a bit below the knee and be careful how you sit. If a you wear slacks, view yourself in a three way mirror to see if the butt is too tight or sags. Take special care with undergarments and consider shapewear if appropriate.

Overcome ageism with long term planning and short term course corrections.

Branding: Your personal brand is an identity and the story that it tells; it is the promise you make to future employers about what they can expect from you.  An exceptional brand, like a custom wedding dress, is created specifically for its owner and with a particular purpose in mind.

Do you know what your brand is? Are you Superman or Clark Kent. You can’t be both. Chose a competency that distinguishes you from your peers and exploit it. What is your internal brand? Get known internally (current employer) and externally (the business community).

One of my clients, a 48 year old woman, wants to make sure she always has career options. She was known for her efforts in her field and leveraged that to become known globally. Her white papers are often quoted and she is frequently interviewed for podcasts. She is a keynote speaker, an active blogger and has a rolodex of all the shakers and movers in that domain. She reaches out to colleagues and assists them when they have questions about how to sell the concepts internally. Her generosity among her peers is noteworthy. She doesn’t have to look for a job. Jobs come to her.

Another became known for successfully implementing the Agile development methodology without missing any deadlines. He is now the go-to guy on things Scrum and Agile. He took this experience to the blogosphere. He answers questions on other blogs and belongs to LinkedIn groups Agile related. Recruiters and hiring authorities contact him monthly. He built a brand that will reap career rewards well beyond his initial success.

Networking: If you want to overcome ageism, get an introduction to the hiring authority from a respected peer of the employer. Introductions from a respected peer is the oldest and most trusted way to hire executives. If the Vice President of development introduces you to the CTO of the company you want to work for, you will get face time.

Don’t know anyone who can introduce you? Ask the most senior person you know how they would get connected to the hiring authority. Use that company or person as an example and ask if they know others like that. You might be surprised to discover they can help in ways you didn’t expect.

Social Networking: Used sparingly, social networking sites can be useful for creating bonds to people you’d not normally meet. LinkedIn is a business networking site and provides tremendous opportunity to become known to your peers.

Use the groups to ask and answer questions. Be conscious of your brand and participate where it makes sense. Contact people who appear to have the connections and expertise you are interested in. Get to know them, share links, book suggestions and such. Don’t assault them immediately with requests for help in your job search.

Use Twitter and Facebook judiciously. Connect with people and maintain a professional demeanor at all times. Don’t mention what you ate for dinner or the long run you took. Share links, ideas and encouragement. Use these sites to grow friendships. Once you have established bonds, you might mention your job search or people to whom you need introductions. If you do so immediately, you will quickly lose your followers.

Fix your resume: If your resume begins, “30 years experience leading successful teams to produce quality products,” or some other comment that leads with the number of years of your experience, delete it. Employers care about the last three years and what you accomplished, what contemporary solutions you can bring to their company, not history.

What to wear: Wear a very nice, well-fitted suit. Buy a new one if you have to. There is no substitute for a stunning first impression that shows respect for the interview process. It is likely you will be ribbed for it and some comments will be made, the point is clear, you are a serious candidate for the job.

The argument that no one in the company wears a suit is thin. They aren’t interviewing for a job. And nothing stresses age more than someone over 50 trying to dress like a 30 something. Strut your professionalism proudly.

Fix your attitude: If you have been looking for a job for a while and you suspect your age may be limiting your opportunities, it is natural to feel anger and resentment. But you must check it at the door. The interviewer you are about to face is the exact opposite so give that person the benefit of the doubt.

The person interviewing you saw something compelling in your resume and/or responded well to the introduction from a peer. The hiring authority knows you are not a spring chick and still wants to consider you for the job. Now, prove them right.

Avoid giving a history lesson. The interviewer wants to hear about your adaptability to new techniques, processes and solutions. Listen to their priorities and give contemporary examples and outcomes that relate. Don’t preach, give philosophy or lecture.

Ask what has worked before, what metrics they will use for success and refrain from saying anything generic. “I have seen that many times before” is not useful information. “When I solved this last year we xxx. It seemed to work because it increased traffic 50%.” Always mention an outcome for any example you use.

If you implement the advice above, you will rise above the competition and increase your chances of being considered for a job regardless of your age.

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More links on Age discrimination:

Listen to Peter Clayton’s Total Picture Radio podcast with Rita. “Overcoming the ‘grey ceiling.’

Rita’s website for books, blog and coaching information
Solutions to Ageism
Employers Point of view on Ageism
Overqualified? I just want a job.
What keeps you from getting hired? Ageism or attitude?

Combat Ageism. Articles and posts.

Rita Ashley is a career and job search coach for executives. In the last two years, 98% of her clients, even those over fifty, obtained their goals within six months. Is it your turn? For more support, consider career and job search coaching.

Read “Job Search Debugged” for clear and field tested advice to create a compelling job search.

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By rashley, February 26, 2010 7:10 pm

.

Or do they cinch the deal?

Your prospective employer wants to talk to your references. You know they will say good things about your work and integrity, but will they talk about those things which will land the job?

An excellent job search requires that your references are primed and ready to relate what the new employer most wants to know in a compelling way. Teach them what to say.

Ok, so you are reluctant to tell the CEO how to talk. There are ways to suggest proper patter than aren’t strictly telling.

Ask your references to comment on any area where the employer has doubts. If they are unsure how your skill set or management style will scale to a larger organization, ask your reference what they think. Once they say what you feel the employer needs to hear, just say it. “Employer x will probably be relieved to hear you say that.”

Ask your references, “If you hired me today, what are the three reasons you would do so?” This helps focus the answers and gives you opportunity to discuss with, “That was a satisfying project because xxx.”

If they don’t cover what you feel the prospective employer wants to hear, ask, “When I negotiated the technology transfer with xxx, there were serious objections which I worked on and created buy-in so we could go forward. Is that something you think a prospective employer would like to know?”

Still not sure they will say what a specific employer will ask? Try, “Was there one thing in particular that caused you to promote me?” or give me x project, or award or anything relevant to the next job.

If you feel comfortable with a bit more proactive stance, “XYZ company’s highest priority for this job is collaboration. What examples would you offer to prove to them I am a great collaborator?”

Notice you asked for an example. The gold standard in references is real world examples to which the new employer can relate. When your references mention a characteristic, always ask them to elaborate with an example.

Intangibles like integrity, work ethic and leadership are only relevant if they can be backed up with examples; examples that have results. Lower turnover, faster new client acquisition or other high priority success.

If you prime your references, you increase your chance of being hired. High probability your competition is not doing it and most people simply don’t know how to give a good reference. Further, most people don’t know how to ask the right questions to get references. So, take matters in your own hands. Land that job because your references truly were excellent.

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Rita Ashley, Career and Job Search Coach–In the last two years, 98% of my clients achieved their goals within six months. Is it your turn? Contact me to discuss your career challenges: Contact me directly

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By rashley, February 3, 2010 6:00 pm

Commonly accepted wisdom on career advice is to find your passion and the jobs/money will come.

Hogwash. My dear friend Michael is a brilliant oboist and remarkable baritone; his passions. He is a top-of-his class graduate of a leading music school and performs often in Seattle with the Men’s Choir and various other organizations which create opportunities to feature his talents.

Michael was just unexpectedly promoted again. He works for a leading Seattle company and has been recognized and given awards and prizes throughout his career as a business analyst. He is proud of his work history and contributions to his employer’s success.

He is very good at what he does and is scrupulous in building his career with companies with the resources and commitment to his success. He maintains his network and mentors others. But his real passion, his music, is completely separate from his career.

Daily, he finds reasons to appreciate his employer and looks for ways to enhance his contributions. His six figure income is a result of his ability to create collaborative relationships and keep the customer’s needs in sight at all times. Most days, as soon as work is done, he zips off to practice and his non-business community.

There is very little overlap between his personal life and his work life yet he is extremely successful with both. Why? Because Michael knows he creates his own happiness. He has both passion and success. And they are only related in so much as happy people seem to perform better.

Finding your passion at work? Not a requirement for success. Finding work where you can be successful? Now that’s how to build a career. Just ask Michael.

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By rashley, February 2, 2010 6:14 pm

Stalled out on your job search?  Here are a few links that discuss issues and advice you can use to get the ball rolling.

Do you smoke? Do you know how it affects your career?

Why do companies post executive jobs on job boards?

Are you really overqualified or do you just not know how to work the system?

Can you learn to interview better?

Do you know a proper metric for a good Job Search Engine (NOT job board).

Here’s where you can find links to research tools.

Fed up with recruiters who misbehave?

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By rashley, February 1, 2010 6:25 pm

A friend of mine expressed disbelief than any executive would even consider using a job board. He knows job boards don’t work. He maintained that no executive is so naive to believe an anonymous resource like a job board could be considered as a tool by any executive who has ever hired anyone. I couldn’t agree more.

Yet many six figure plus executives do believe they will land a job through job boards. Some job boards are so aggressive they advertise they only source jobs and candidates over $100,000. Research proves these executive level job boards vet neither candidates nor job submissions for income level. They do charge candidates for what is promoted as a premier job board, but there is nothing other than cost to differentiate them from other monsterous job boards.

I contend that people do what is easy. When they are stressed and their confidence is on the wane, they grasp at anything that requires only a little effort. They are willing to believe the magic of random submissions. They are convinced their resume is spot on to the job description and all they need to do is submit and wait for the phone to ring.

More often, the executive finds using the computer for outreach and research far less daunting than talking to people. The prospect of rejection and the feelings of inadequacy that accompany joblessness destroy the urge to reach out.

Would that it be true. Less than 1% of executive level jobs are filled through job boards…spread out among all of them, that leaves any one job board with a dismal record indeed.

So why to companies post on job boards? If the stats are true (and they are) why are executives finding so many job openings listed? Human resources professionals are typically chartered with hiring new executives less than 5% of their employment time. They are not experts and they are not, for the most part, skilled in locating candidates. They post but they do not read.

Many companies have specific rules that say any job must be publicly posted before it is filled from any source. Thus, instead of a newspaper ad, which was the former outlet, jobs are posted on boards.

Some less than scrupulous recruiters thrive on job boards and the candidates they find there. Great, you say, that’s fine with me. Well, maybe not. Frequently, the jobs are not real, the ad is simply used to lure resumes of high income individuals for other reasons. That contact information if quite valuable. Or worse, they use the resume to penetrate companies for jobs they don’t have an assignment to fill.

Frequently internal recruiters post their job openings on job boards out of habit or desparation. While they have little reason to expect to find the right person, they post because they have a budget to do so. Why do they have a budget when using the boards is so futile for executive level jobs? Because boards are a very good resource for finding individual contributors.

And let’s not forget the multi-level marketers who lure candidates with glorious job descriptions that turn out to be bogus with a bait and switch result. Many job boards are simply scams.

How many times have you submitted a resume which caused no response? You felt it was not even read. You are mostly right. Companies of all sizes rely first on referred candidates. Many have financial incentives for employees to refer their friends. In today’s market, the referral from current employees works well because everyone seems to know folks out of work.

What’s the antidote to job boards? Networking. Well over 75% of all executive level jobs are landed by networking. You even have to network to find the most professional of recruiters. Networking has always been the most productive way to land a new job. That has not changed. People are still willing and eager to help. They just need to know what help looks like.

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Networking Debugged is available as a PDF download for only ten dollars. A step by step guide to networking that appreciates how hard networking can be for some people.

Rita Ashley is a career and job search coach for executives.  In the last two years 98% of my clients achieved their goals within six months. Is it your turn? Contact me directly to discuss a customized solution.

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By rashley, January 12, 2010 3:43 am

It may be politically incorrect to state, but agism and overqualified labels exist. Here’s what you can do to minimize the affects on your career and job search, especially if you are over 45 years old.

Few comments from prospective employers are so demoralizing to candidates as, “We like you but you are overqualified for this job.” Most people interpret this as, “You are too old.”

Overqualified is the easiest answer to give a candidate when an employer passes on hiring an over 45 year old candidate. It is rarely the real reason; it is the politically correct reason and the safest way to get the candidate to go away. Employers who pass on a candidate don’t want to ‘handle’ the questions and emotions that result from refusal; they want to move on to the next candidate. Same goes for recruiters.

There is never a guarantee, even if you have the right qualifications, that an offer will be presented. Don’t leap to the conclusion you didn’t get an offer because you are perceived as overqualified or too old.

Often the reason seasoned professionals are passed over has nothing to do with qualifications.

If you are invited to interview chances are the employer already knows you exceed their requirements. They saw something of value in your resume and invited you to interview so you could prove why they should hire you. That is what interviews are for. If they pass on you it is because you failed to prove them right.

Before you start writing your flame mail to me that you don’t get a chance to interview, to be tested, because the resume you sent in didn’t generate a response…and you assume it is because the employer sees you as over qualified, I remind you, few executives get the interviews they want by random resume submission. It is the poorest job search technique you can use.

Then there are those who genuinely believe they are or are perceived to be overqualified. The current employees are all younger and it looks like there is a bias. Most companies screen for fit. But fit usually means enthusiasm and energy level; not age. The bias towards younger employees tends to be because younger employees demonstrate an eagerness to succeed and participate.

Do a reality check. Do you come across as weary? Is your posture or tone of voice communicating high interest in the job and company? There are many intangibles that give employers the key to your fit for their team.

Let’s focus on techniques to overcome the ‘overqualified’ or ‘too old’ ageism labels:

ONE: They really want someone younger, cheaper – No employer is going to state that aloud. What every hiring manager wants is a successful hire within their budget. The better able you are to define their needs before you interview, the higher the likelihood of an offer. Interview with their needs in mind and focus on outcomes they need, not your superhero skills.

TWO: The employer fears I will leave for a better opportunity – Employers face turn-over from all sections of the company. Your leaving is no more probable than anyone else’s IF you have discerned you can be successful in that position. Talk about what you will contribute, not what you have done before in excess.  Focus on the job they have open, not all the other tasks you can accomplish. Talk in terms of what you can deliver, give examples.

THREE: They think I will be bored – If you communicate enthusiasm for the market niche and the challenges of that particular job, this goes away. Once you discern their top priority, address that with a sense of creative adventure. Be well prepared on their market and the challenges. If you ask good questions about their plans for the future, such as follow on products or market positioning, you demonstrate a keen interest.

FOUR: They think I will be unhappy – Why would they? If you keep the focus on how you can expand what you do and learn a new approach, employers won’t think of you as a misfit. Let them know what you find desirable about their work environment or market niche. Be specific. Don’t use generalities like, “I’m excited about what you do.” Say, instead, “This opportunity appeals to me because xxx.” And make the xxx about them, not you.

FIVE: I think I need to change my resume to remove my more senior experience – Do you know this is a firing offense? If you are not entirely honest, hide or misrepresent, you can be fired on the spot. Plus, these are lies you will have to maintain. Better to be honest and help the employer see that though you have had more senior responsibilities, there are still things you can learn and contribute that are unique. And this means including months and years of previous employment and date of college graduation.

SIX: The manager sees me as competition – Convey how you can make the manager look good. Ask what their priorities are, what their metrics for judging success in the role are and speak only to those. Mention your job is to make them look good and ask what being part of the team would mean. Be sure you are not conveying superiority or a condescending manner. Give examples without stating, “This is how I made my last manager look good.” Talk about the team success.

Not sure how you are coming across? Invite a younger, trusted friend to interview you using a video recorder for later review. Dissect every part of the interview including attire, tone of voice and body language.

It is my experience that candidates often create their own issues by being patronizing, impatient, and dismissive or even conciliatory or apologetic. Be very critical of your interview style. Be self confident but not arrogant.

As an example: Never, ever say, “Oh, that’s easy, I solved that problem,” or similar responses that dismiss the importance and difficulty the interviewer tries to convey. For more information on how to convey your experience without sounding like you invented work, read, “You have an ugly baby” in “Job Search Debugged.”

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Read previous articles on age on this thread.  For general career advice for executives and technology professionals, use the links on the right side of this page.

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Read the employers point of view on why they are reluctant to hire older workers and Age getting in the way of landing a job?

Listen to a podcast for tips and ideas on how to manage your job search to avoid the pitfalls of ageism.

Rita Ashley is a career and job search coach for executives. In the last two years 98% of my clients achieved their goals within six months. Is it your turn? Contact me directly to discuss a customized solution.

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By rashley, December 30, 2009 12:17 am

TAKE CHARGE OF YOUR JOB SEARCH FOR 2010

2010 can be your best year ever.  All it takes is good planning.  Ok, and some luck and the stars aligning.  But do your part.  Plan what you can.

1. My most successful clients are extremely well organized. Few things fall into cracks and they remember names and appointments.  Some tools they use include OmniFocus for task tracking and organization. It’s pricey but you can use it in your job.   Take a look at the functionality to get an idea of what features you might want in other products.
2. You worked hard to get contact information and amass a network. Stay connected.  Know what each person on your contact list might find interesting.  Send them articles, links and announcements relevant to their interests.  Make time to find out how you can help them.
3. Keep your spirits up by doing unexpected good deeds. Make a few unasked for introductions.  Volunteer where you might meet kindred spirits.  And look for opportunities to do good deeds; even something so random and easy as carrying packages for someone or offering a compliment to a stranger lifts your spirits.
4. Clear your desk.  Take care of all that clutter and unattended mail.  Organize your finances for online payments and send your college student an unexpected check.
5. Send all your job search suits to the cleaners and buy a new pair of shoes.  Spiff up your wardrobe.  The better you look the better you feel.  Enjoy the splendor that is you.
6. Revise your resume.  It hasn’t landed you the job you want so something needs to change.  Get the closest job description to the job you want and map your resume to reflect the priorities.
7. Rework your LinkedIn Profile.  It is a marketing document, not a biography or legal document.  Create the most compelling marketing piece you can to entice readers to contact you.  Don’t forget to put your public (as in hotmail or Gmail) email address on your summary.
8. Get a new head shot that shows you in business attire. A high energy, healthy demeanor goes a long way towards convincing people you are worth a second look.  Use the head shot on all profiles.
9. Keep moving. Make some form of exercise part of your daily routine. It’s important to keep your body healthy.
10. Use hand sanitizers constantly. Stress makes you susceptible to illness.  Do what you can to ward off the evil spirits.  Take your vitamins and get plenty of rest. Don’t forget to drink lots of water.
11. Find a friend who will help you record a practice interview.  Debrief and be open to suggestions.  This is a major step in gaining the confidence you need to interview relax for the real thing.
12. Connect with others who are looking for a similar job. Swap leads. Support one another.
13. Ignore bad news.

Best of luck on refining your job search.  Read, “Job Search Debugged” for more details on what works.  If you’d like support in your search, contact me for information on coaching.

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By rashley, December 11, 2009 2:51 pm

‘Tis the Season to be Networking

If songs were much longer we wouldn’t remember them or we’d lose interest.  The format has been tried, tampered with and proven for decades.   Let’s use that characteristic in our networking.

The biggest sin in networking is boring your audience.  How many times have you been asked a simple question, like, “What do you do?” where you launch into a complete history of your employment life?

Folks stop listening after about three sentences.  More than that and whatever you say is lost.  Prepare for any encounter with just exactly the answer to the question you are asked and if you do a good job, your listener will ask you questions; which means you are interacting.

Find that hard to do?  Try repeating the question in your answer.  “I work xxx” or “What do I do?…”

Second Sin: Talking AT people is a horrible way to create a bond. Come prepared with questions and keep eye contact if you want people to remember you.  When you hear yourself TELLING people information instead of SHARING experiences, you are talking AT them.  Don’t do that.

Not sure how to cut down your spiel?  Give your answers to a twelve year old.  If they can tell you what you meant or ask a relevant question, you are on track.  If not, try again.

Learn to answer your questions with relevant stories about your experience and you will be remembered.

Happy Networking.

___________________________________________________

Give a gift that keeps on giving: Job Search Debugged for the job seekers on your gift list.

If you would like support creating your own compelling and expeditious job search, contact me. We can focus on your specific challenges and define a custom program.
My clients get hired; not brag-fact.

Perhaps you feel a proven book with field tested techniques is your first step toward an effective job search. You can download Job Search Debugged for advice that works.

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By admin, December 1, 2009 7:29 pm

Posted via email from The Job Coach–Rita Ashley

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By rashley, November 8, 2009 9:33 pm

A few reasons some people are still unemployed.

The statistics are horrible.  Over 10% unemployment. Consultants and executives who have ‘aged out’ of the unemployment roles are not included.  Entrepreneurs who don’t qualify and interns who don’t find paid work are not included.  So the number is a lot higher than the statistic reports.

And it is those very executives and consultants who feed the economy. Laborers and hourly people don’t feed the beast.  We must get middle managers and executives back to work and spending money.  Short sales and bankruptcies are still occurring with wretched frequency.

My solution?  Revitalize the job search.  Learn how to do it right.  Stop doing what isn’t working.  I see executives uncovering great leads but shooting themselves in the foot with poor process or blind belief in job search myths.

One sad fellow called me because he had been on five interviews with five different companies and never made it to the second round.  After talking to him for just a few minutes, I knew why.  He couldn’t stop talking.

His desperation was palpable.  He wanted to make sure I knew every possible thing about him in case some one thing would trigger my response to hire him.  I couldn’t even get in a word to tell him I don’t hire people.

He sent me a resume and asked if my clients were hiring.  Bad.  Very bad.  He didn’t even know what I do.  He just sent out blind and random emails with his resume with no regard for the recipient.  His was not the first inquiry that assumed I am a recruiter or hiring manager.

Sending a resume and cover letter when none is requested is a career limiting behavior.  Not having an introduction also hurts.

Another had the opposite problem.  He didn’t ask questions or assert his competency with examples and outcomes.  He used words like, responsible for, led and managed without saying what he actually did and accomplished.

One bloke, at the end of the interview, proposed he would take the job for $50,000/year less than their range.  He was surprised and even a bit angry when they didn’t take him up on his offer to buy the job.  He overlooked that employers want the very best fit for any job opening because companies are fragile.  Clearly, he conveyed he didn’t think he was worth very much.

This horrible job market is not forgiving.  You can’t make any mistakes and you must create the most compelling job search you can.  That requires an assessment of your current method and a review of what others do that works.

• Conduct mock interviews that you can record and review.
• Practice your elevator pitch.
• Rework your resume to reflect the priorities of the job description.
• Spend hours each day in research and networking.
• Use the internet wisely to learn what you can about the company, the job and the opening.
• Reach out to others to see if you can help them.
• Ask for help with specific parameters such as the name of a company, person or domain.

Job search is not easy, but it is simple.  Keep a clear focus and don’t get so wound up attending and writing that you forget to follow up.  Make real connections to people and enjoy the ride.

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If you would like support creating your own compelling and expeditious job search, contact me. We can focus on your specific challenges and define a custom program.

My clients get hired; not brag-fact.

Perhaps you feel a proven book with field tested techniques is your first step toward an effective job search. You can download Job Search Debugged for advice that works.

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