May 2006
How to reassure bosses
who are too young to be boomers
By
President of Workforce Associates
and author of
NetWork: Maximizing Your Career Resources on the Internet
Available online and in print from Author House
May 2006
How to reassure bosses
who are too young to be boomers
By
President of Workforce Associates
and author of
NetWork: Maximizing Your Career Resources on the Internet
Available online and in print from Author House
More and more studies of Baby Boomers are coming to the same conclusion: Boomers will not be retiring en masse when they turn 65. Because of better health, longevity, and stamina, close to 80% of the 77 million Boomers have indicated that they want to be mentally engaged and still earning well into their 70's and even into their 80's.
However, even though longer employment is becoming more common, many businesses are still mired in stereotypes about age and capability. Therefore, older job candidates need to be prepared for two new realities:
1) That they will be reporting to a younger boss.
2) That they will probably be earning less than they did.
This means that they need to reassure a young interviewer about the following:
a) That they are keen about this new job and that they can jump in to this new position without a long transition period. This will mean that an employer will have more productivity from an older, more seasoned worker.
b) That they plan to stay in this position for xx years. Many employers need to be assured that someone who is 50+ plans to stay working for at least 5 years in this job, without being bored.
c) That they have plenty of energy and good health to make good on this promise. It's a good idea to casually mention that you exercise regularly and have yearly, uneventful visits to your doctor.
d) That they have already climbed a greasy ladder so they're not interested in climbing another one. This comment is designed to allay fears that they'll take over this position or become bored and want to quit.
e) That they won't dwell on "the good old days" and how they performed in previous jobs. Younger interviewers have little tolerance for experiences that may have occurred before they were born!
f) That they are flexible regarding salary. Employers like to hear that and are more likely to consider them for a new position if they're willing to negotiate.
g) That they're willing to work on a project basis. Most small employers do not want to be saddled with overhead, especially salary and benefits, in between projects.
h) That they can multi-task. Often employers tend to think of older workers as having hardening of the arteries. Demonstrating that they can handle pressure, stress, acute deadlines, and many different tasks will work to their benefit.
i) That they are willing to learn new technology and are not resistant to change. The biggest hurdle to older workers getting and staying hired is the widespread perception that technology is a fearful animal for someone 50+ to master. Make sure that their keyboarding skills, word processing, spreadsheet, PowerPoint, email and database abilities are up-to-date before they interview. That way they can concentrate their efforts on learning software that is particular to their new employer.
j) That they understand their company, the industry they are in, their competition, and trends and challenge that they face. In other words, they've done their homework and can engage in a discussion with an interviewer, not just answering their questions about their qualifications.
k) That they are loyal. Many younger employees are known for wanting to jump to the next greener pasture, especially when the economy is good and when their skills are in demand. Loyalty is something that older workers tend to have more of. Be sure to talk about examples of their loyalty in previous jobs.
l) That they have their family responsibilities under control. This means that they have arranged reliable back-ups for transportation, child care, and parent care.
m) That they have a strong work ethic. Be sure to talk about how they are willing to work hard at their job, just like their younger colleagues who are unencumbered and driven.
n) That they have social skills to make a good impression on clients. This means that they exude good health, that they regularly exercise, and that they have excellent table manners and great etiquette.
o) That they are willing to mentor younger colleagues. It's a good idea to check out mentoring websites so they'll know what's involved. Many companies don't have the resources or time to set up a mentoring program. Volunteering for this additional task could put make them a more attractive candidate.
p) That they are comfortable in a multi-generational environment. Be sure to cite examples of specific experiences where they've been the youngest, middle, and/or oldest in a workplace.
q) That they can handle email and the Internet and are au courant with electronic resumes. Make sure that theirs includes: prior jobs, technical expertise, training, certifications, coaching aptitude, geographical experience, languages spoken, professional association memberships and participation, plus their career aspirations. Don't state anything that's not true because interviewers are keenly attuned to fudges or outright lies. Even one fudge that is revealed at an interview will undermine their entire credibility. Employers will often run background checks on the Internet before the hiring process concludes. Do your own checking on your name on the Internet to see what the good-bad-ugly may be out there about you. Be prepared to correct the interviewer if erroneous information is circulating electronically.
r) That their age is NOT the employer's business. Under the Civil Rights Act and the Age Discrimination in Employment Act, the only age-related questions that employers are legally allowed to ask is whether an applicant is over 18. Politely remind a young interviewer who may not know this fact if they're asked an age-related question, such as "When did they graduate from college?" or "When did they start their first job?"
So do your homework and review these18 tips and techniques before you sit in front of an interviewer who could be your niece, nephew, or even your son or daughter! You'll be glad that you were prepared.
I hope you enjoyed International Workers Day and the 120 year anniversary of the eight-hour day. Best regards --
Jane M. Lommel, Ph.D.
jlommel@WorkforceAssociates.com
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