The CEO is your daughter’s age; when you know you’re qualified, this is how you showcase it.
The pandemic has changed the workplace perspective for a lot of employees.
Millions have taken time to rethink where they physically work best, how they work best, and even if they need a change in industry or type of career.
If you’re part of the group who’s decided it’s time for a switch and you’re in your 50s or perhaps 60s, your job search is different than others’.
Yes, ageism still exists, but in my last blog on Workforce Diversity, I touted to CEOs the benefits of hiring older employees.
Today I’m here to tell you that you have options and advantages, perhaps more than ever before. Here’s how best to navigate a possible change and capitalize on strengths that can only come alongside a few gray hairs.
ADVANTAGE 1 – VARIETY OF EXPERIENCE IN THE WORKPLACE
The Great Resignation has been a difficult challenge for companies that have lost employees. There never seems to be enough workers to go around. That’s the first advantage you have right now. Companies are clamoring for talent and if you’re older, you bring a lot of it to the table. MRC can help ensure your resume accurately reflects not only your credentials but the wisdom gained in the workplace.
You’ve likely dealt with all types of personalities, whether as your supervisor or your direct reports, and you’ve undoubtedly figured out how to be part of a successful team with disparate employee attitudes. Young 20-somethings fresh out of college bring a host of abilities, but there’s no way they can bring as much judicious acumen as a seasoned employee.
ADVANTAGE 2 – LONGEVITY
If your career has followed paths typical for your age group, you know about longevity.
You’ve probably lived through mergers, acquisitions, and several iterations of leadership teams.
You can truly see the forest for the trees.
You know when to stick it out in tough times when your gut tells you the company has a bright future.
Capitalize on that.
Anyone can research companies and find out about their culture. Younger employees may be scared off by what they hear or see, but with your experience, you likely have the insight to know that even companies with shaky employee morale can be turned around. A fresh voice (yours) can help turn the tide. You can get in on the ground floor of positive change.
ADVANTAGE 3 – SKILLS
Skills.
This should be a no-brainer, but MRC sometimes talks with employees who don’t value their own skills as much as they should.
You may not be as familiar with the latest software or the newest technology, but guess what you are familiar with?
History.
You may know exactly why a type of software was developed and what it was meant to save time on. You can ask the hard questions when a brand-new idea is broached because you’ve likely had to solve similar problems in the past.
Build on that wisdom and share it with younger employees.
They may be hesitant to reach out to you but dropping a few small nuggets about the history of a product or process can spark conversations and build trust with those half your age.
Older workers have high standards and in today’s employee-driven market, don’t need to settle.
Use these tips to ensure you can accurately explain the magic of you to hiring managers and interview panelists.
Value your worth and illustrate it properly.
If you’re looking to make a career change, MRC can help connect with us or submit your resume.