This morning, I read For Economy, Aging Population Poses Double Whammy (registration required). If you don’t read the WSJ, here are some interesting takeaways: On average, every 10% increase in the share of state’s population over the age of 60 reduced per capita growth in gross domestic product by 5.5%. … The authors note: “An older […]
Let me summarize what you can do if you are a person of a certain age—maybe just over 30—and you want to find a job. Prepare for your search in these ways: Look relevant to hiring managers. That means you will do whatever you need to do your resume: Keep the resume to 2 pages
In Part 1, I described your job search planning. In Part 2, I discussed what you can do to help your resume. In this part, I’ll talk about the interview. Any candidate needs to prepare for the interview. If you are worried about ageism, consider these tips for these challenges: Specify your value, first to
In Part 1, I suggested five tips for the “older” job-seeker. In this part, I’ll talk about what you can do to craft your resume. The problem is this: you don’t have to be too old to have ageism happen to you. The older people perceive you to be, the more ageism you will encounter. Those
About a year ago, I wrote “Hiring Trap: Don’t Hire Anyone Older Than….” Unfortunately, ageism is still rampant. If you are a candidate over the age of 40, you have encountered ageism. If you are also unemployed while you are looking for a job, you might feel as if you are up the proverbial creek.
In The One Question You Should Ask About Every New Job, Grant says, Ask people to tell you a story about something that happened at their organization but wouldn’t elsewhere. There are four categories of stories: The human-ness of senior management (or not) Promotion opportunities for anyone How the organization fires/lays off The consequences for
How can you use certifications in your hiring? In Part 1 and Part 2, I discussed the value of certifications and hiring traps. Let’s see how to be positive about certifications and use them during the hiring process. I’ve already said that a certification might be a sign of perseverance and interest in the field.
In Part 1, I discussed the issue of certification vs. experience. One of the problems in using certifications to discriminate for or against people is that some people might have the experience you want, and might not have the certification paper that represents that experience to you. Here’s an example. I coached a project manager
There are a ton of certifications these days. Many demand only that you sit through a 2-day or even 1-week class and then take an exam. Some certifications demand that you prove you have worked in the field for some number of weeks/hours the previous year or so. Most certifications do not demand that you
Several weeks ago, the nice folks at FogCreek interviewed me. It’s here: Technical Hiring and Cultural Fit – Interview with Johanna Rothman. The interview ranged over many topics: Cultural fit Diversity What to do when you look for a job Much more I hope you enjoy it. If you want to read more about how