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Bob Weinstein's book is a hopeful and helpful resource for the over 50 worker. In his book, he deals not only with stereotypes of older workers, but self-defeating attitudes and behaviors that many over 50 workers have, along with lots of common-sense philosophy.
The reality is that the over the 50 workforce will grow by 38 percent in the upcoming years until 2005. With the tight job market, the older work force offer a positive solution to the worker drought cited by national employers.
Weinstein counters all the typical stereotypes employers have about older workers. Here is just a sampling of them:
- Older workers are too expensive.
- Older workers are not open to change.
- Older workers have a high rate of absenteeism.
It is up to the individual to dispel these myths. Weinstein recommends that olders worker have a strong support system including friends, family, and professional associations.
The new market offers exciting possibilities for the older worker. With choices, come opportunities to change organizations, relocate, as well as pick up where you left off. Also, dramatic career changes are possible, but require more energy and resources. Many times, people do not make career changes for a variety of reasons including:
- fear of the unknown
- uncertainties of the job market
- the need to relocate;
- financial insecurities (money).
The new market place makes us all, in a sense, entrepreneurs. The eight qualities of entrepreneurs include:
- creativity
- vision
- resourcefulness
- adaptability
- unconventionality
- persistence
- courage.
Weinstein's antidote to unemployment is effective networking. Networking, he believes, is an on-going process. Effective networkers like people; maintain constant contact; and keep an up-to-date log or database. Information is key to the effective job seeker. The process is never done. And good turns must be returned.
What are employers looking for? Workers who will make an immediate impact. And it is important to get into that mindset - results, results. There are no guarantees in the new work force.
A key part of the book is how to put your vast experience to work . What settings would validate, rather than impede your job search? The nonprofit and government environments respect talent and experience.
The smaller employer is also a welcome source for the older worker. Unlike large companies, there is a greater willingness to take chances and reward creativity and innovation no matter what the chronological age you might be. Statistics from the Bureau of Labor confirm the fact that most jobs are created from the smaller sized company.
Temping and self-employment are sometimes viable alternatives to the 9-5 routine. In some cases, creating your own company might be appropriate.
The book also looks at classical ways to increase your interviewing and effectiveness with lots of helpful tips, including how to remain competitive. The older worker must constantly be updated; savvy to how an organization works; continue to be active and visible in an organization; be a smart marketer and networker, at the same time keep one foot out the door.
Being an over 50 worker can be a time of great enjoyment, rather than a dreaded period of winding down one's work life.
The choice is up to you.
About Author:
Ron Visconti, MA, has worked with hundreds of career changers and job seekers through career counseling, transition assistance, and Bay Area recruitment events. He previously founded and managed a nonprofit career center for 18 years (Career Education Center). He is an adjunct faculty for a number of local colleges. He is currently the Managing Director of the Peninsula Employment Group, LLC, a recruitment event and career development company.
Copyright Ron Visconti 2008
www.peninsulaemploymentgroup.com
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