By Gail Geary
The one occupation transition advisor to solely offer doable ideas for the reemployment problems with over-40 year-old staff. The publication exhibits readers tips to current their age as a bonus to employers instead of an obstacle. The booklet additionally boldly addresses midlife occupation transition concerns via offering state-of-the-art details, clean ideas, and well timed suggestions. desirable case reports from the authorвЂ™s vast paintings with over-40 activity seekers have interaction readers and arm them for the true international.
*Checklists and tests for occupation suggestions *Tips on fending off and overcoming age-discrimination and cultural-misfit stereotyping *Steps to discovering the ten benefits of age in a occupation seek *Clues on easy methods to keep away from universal interview error *Strategies for networking and web activity searches *Hints on no matter if to take the entrepreneur course *Simple resumes for over-40 activity seekers, and advice for developing ''ageless'' resumes *Online and print assets for extra support *Strategies for facing the emotional and fiscal lines of searching for a role *A bankruptcy on discovering a brand new profession after retirement
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Additional info for Over-40 Job Search Guide: 10 Strategies for Making Your Age an Advantage in Your Career
Identifying Your Age-Related Advantages This chapter is different from the others in that I’m going to ask you to get to work right from the beginning. I’d like for you to answer a question as honestly and thoughtfully as you can. Here goes. What are the advantages that you as a mature worker bring to the table? Over the last several years, I have asked this question to several hundred over-40 people in the career-transition process. Another way to come up with an answer to my question is to do this: Describe your professional strengths compared to those of a younger worker.
This question is often asked by mature job seekers. The truth is that employers often think that we are using a job as a bridge to retirement because of their outdated ideas of retirement age and misconceptions about the competencies of older workers. Ten years ago, I thought of 55 as an ideal retirement age. I couldn’t picture myself working after 55. Now I don’t see myself retiring 27 CHAPTER 2 until I feel physically unable to work. However, many younger employers still think of the years from 55 on as retirement years.
I am embarrassed to say that when I was 43 years old and a “hot shot” VP of sales and marketing, I told my husband, “I can’t believe that I have hired a 55-year-old account executive. ” At the time, I was worried that he might be a “short-timer,” using the job as a bridge to retirement, not overextending himself. I hired the man because he interviewed well and had excellent references. Plus, I felt that he would require little training. I ran into his wife last year, and she reported that he is still working at over 65.
Over-40 Job Search Guide: 10 Strategies for Making Your Age an Advantage in Your Career by Gail Geary