Has anyone used the web site: http://www.seniorjobbank.org/
I just wondered if anyone's had any success with this site & if you'd share it with us?
Sunday, January 3, 2010
Overcoming Being Over 55 When Job-Seeking
Early Show "Job Squad" Helps One Woman With Challenges Facing Older Workers
CBS) Finding a job is tough enough these days, but it's even harder, now or anytime, when you're over 55.
The conclusion of The Early Show's "Job Squad" series Friday examined the higher hurdles such workers have to jump over, through the story of Diana Schuman, a 63-year-old from Dover, N.H. who was laid off after 42 years as a teacher.
Consumer correspondent Susan Koeppen pointed out that more than a million people older than 55 are currently looking for work. Many say they're not ready to retire -- but most say they still need a paycheck.
For Schuman, Koeppen notes, teaching was not just a job it was a passion.
"I love making or helping people be better than they are in the moment," Schuman says.
And it wasn't something she thought she would leave anytime soon. "I figured I was going to be one of those people that I would know when the time was right," she says.
But school-wide budget cuts took the decision out of her hands. "My position was eliminated effective June 30, 2008," Schuman recalls.
And, early in her job search, Diana the teacher learned some hard lessons very quickly.
"The likelihood is that there's someone else who they're interviewing that, even if they're on the very same salary level as I am , are younger. Or the very minimum, they're cheaper. So they're gonna hire the other person unless I probably walked on water," Schuman observes.
In fact, age discrimination claims have soared 29 percent in the past year alone, according to the federal Equal Employment Opportunity Commission.
"We’re such a youth-oriented society that older workers is not the first thing that a company, when they're doing some hiring, is thinking about," says Gene Burnard, who runs Workforce50 -- a Website that specializes in helping older workers get back into the game.
What are some of the myths about older workers?
"Older workers are not up-to-date on technology," Burnard responded, naming one myth. "Older workers don't relate well with younger workers. ... There's 49 myths about older workers. And I'd say 48 of 'em are debunked."
To help Diana with her mission, we sent Diana her very own Job Squad:
Kit Harrington Hayes, a career coach
Hugh Delehanty, a technology expert.
Katrina Szish, an image consultant
And
Marc Freedman, a financial planner
First task: Fix those finances.
That's where Freedman came in.
"We need sure," he told Diana and her husband, "we’re accumulating an emergency fund that’s equal to three, six, nine months of your day-to-day expenses."
Marc took a look at the Schumans' expenses and savings and found that, in taking care of their family, they hadn't taken care of their future.
"To fulfill the spending lifestyle that you want, you at some point are going to need to rely on the equity of your home to support your lifestyle. ... And unfortunately, one of the things you can't do is just yank a window out of your house, bring it down to the bank, and turn it in for cash."
Freedman crunched the numbers and told the Schumans that, if things didn't change soon, they'd have to downsize.
Next step: revamp that resume!
"I wanted to create a vision of you or little marketing piece for you," Harrington Hayes told Diana.
Her current resume was a three-fold pamphlet,
"It was gonna be so unconventional that a lot of employers might not just take the time to figure out what’s here," Harrington Hayes says.
She reworked Diana's resume to maximize her leadership roles, and minimize her age, putting her skills at the top of the resume and her actual employment history further down.
"The whole point," Harrington Hays stressed, "is to compel that reader to read the rest of the resume to draw them into the resume."
Next up: standing out from the pack.
Enter Delehanty.
"What you need to develop is a sense of really focusing what you want to say about yourself in a very kinda compact package," he told Dianna.
To do that, he helped her put together a video resume to help her clarify her skills in a concise and hip way. It wasn't easy -- there were plenty of stumbles along the way, all caught on tape! -- but they got it done, with Dianna describing herself as a "self-directed team player. I’m known for my enthusiasm."
Last step: revamping that look.
Szish took it from one Diana said she'd be comfortable with in church to one appropriate for an interview -- from comfortable to ready-to-hire chic -- with clothes from Macy's Herald Square.
And after three months with the Job Squad, Diana was rewired to be rehired!!
On The Early Show Friday, Koeppen told co-anchor Harry Smith it was Diana's birthday the other day and she's calling it a rebirth.
Diana said doing the video resume was "really, really tough. Some of that was the fact that I really don’t like having my picture taken, but a lot of it was the fact that where I’ve got such a broad skill set, and I’m really just mission-oriented, that I didn’t have the 30-second elevator pitch” -- that concise description of why an employer should hire her.
Now willing to step out of the classroom setting, Diana said she's also stepping out of old, restrictive patterns. She told of how she recently went right up to the president of a company at a breakfast and introduced herself -- the day after she'd hand-delivered her resume to his assistant -- something she never would have done before the Job Squad did its thing with her.
CBS) Finding a job is tough enough these days, but it's even harder, now or anytime, when you're over 55.
The conclusion of The Early Show's "Job Squad" series Friday examined the higher hurdles such workers have to jump over, through the story of Diana Schuman, a 63-year-old from Dover, N.H. who was laid off after 42 years as a teacher.
Consumer correspondent Susan Koeppen pointed out that more than a million people older than 55 are currently looking for work. Many say they're not ready to retire -- but most say they still need a paycheck.
For Schuman, Koeppen notes, teaching was not just a job it was a passion.
"I love making or helping people be better than they are in the moment," Schuman says.
And it wasn't something she thought she would leave anytime soon. "I figured I was going to be one of those people that I would know when the time was right," she says.
But school-wide budget cuts took the decision out of her hands. "My position was eliminated effective June 30, 2008," Schuman recalls.
And, early in her job search, Diana the teacher learned some hard lessons very quickly.
"The likelihood is that there's someone else who they're interviewing that, even if they're on the very same salary level as I am , are younger. Or the very minimum, they're cheaper. So they're gonna hire the other person unless I probably walked on water," Schuman observes.
In fact, age discrimination claims have soared 29 percent in the past year alone, according to the federal Equal Employment Opportunity Commission.
"We’re such a youth-oriented society that older workers is not the first thing that a company, when they're doing some hiring, is thinking about," says Gene Burnard, who runs Workforce50 -- a Website that specializes in helping older workers get back into the game.
What are some of the myths about older workers?
"Older workers are not up-to-date on technology," Burnard responded, naming one myth. "Older workers don't relate well with younger workers. ... There's 49 myths about older workers. And I'd say 48 of 'em are debunked."
To help Diana with her mission, we sent Diana her very own Job Squad:
Kit Harrington Hayes, a career coach
Hugh Delehanty, a technology expert.
Katrina Szish, an image consultant
And
Marc Freedman, a financial planner
First task: Fix those finances.
That's where Freedman came in.
"We need sure," he told Diana and her husband, "we’re accumulating an emergency fund that’s equal to three, six, nine months of your day-to-day expenses."
Marc took a look at the Schumans' expenses and savings and found that, in taking care of their family, they hadn't taken care of their future.
"To fulfill the spending lifestyle that you want, you at some point are going to need to rely on the equity of your home to support your lifestyle. ... And unfortunately, one of the things you can't do is just yank a window out of your house, bring it down to the bank, and turn it in for cash."
Freedman crunched the numbers and told the Schumans that, if things didn't change soon, they'd have to downsize.
Next step: revamp that resume!
"I wanted to create a vision of you or little marketing piece for you," Harrington Hayes told Diana.
Her current resume was a three-fold pamphlet,
"It was gonna be so unconventional that a lot of employers might not just take the time to figure out what’s here," Harrington Hayes says.
She reworked Diana's resume to maximize her leadership roles, and minimize her age, putting her skills at the top of the resume and her actual employment history further down.
"The whole point," Harrington Hays stressed, "is to compel that reader to read the rest of the resume to draw them into the resume."
Next up: standing out from the pack.
Enter Delehanty.
"What you need to develop is a sense of really focusing what you want to say about yourself in a very kinda compact package," he told Dianna.
To do that, he helped her put together a video resume to help her clarify her skills in a concise and hip way. It wasn't easy -- there were plenty of stumbles along the way, all caught on tape! -- but they got it done, with Dianna describing herself as a "self-directed team player. I’m known for my enthusiasm."
Last step: revamping that look.
Szish took it from one Diana said she'd be comfortable with in church to one appropriate for an interview -- from comfortable to ready-to-hire chic -- with clothes from Macy's Herald Square.
And after three months with the Job Squad, Diana was rewired to be rehired!!
On The Early Show Friday, Koeppen told co-anchor Harry Smith it was Diana's birthday the other day and she's calling it a rebirth.
Diana said doing the video resume was "really, really tough. Some of that was the fact that I really don’t like having my picture taken, but a lot of it was the fact that where I’ve got such a broad skill set, and I’m really just mission-oriented, that I didn’t have the 30-second elevator pitch” -- that concise description of why an employer should hire her.
Now willing to step out of the classroom setting, Diana said she's also stepping out of old, restrictive patterns. She told of how she recently went right up to the president of a company at a breakfast and introduced herself -- the day after she'd hand-delivered her resume to his assistant -- something she never would have done before the Job Squad did its thing with her.
Unemployment Jumped 70 Percent in 2008 for People over 55 Years Old
By Janice Gibbs, tdtnews.com
August 17, 2009
It’s no secret that the job market is tight, but a segment of the population losing jobs at a high rate and experiencing a far more difficult time re-entering the workforce has largely gone unnoticed.
Between January 2008 and January 2009, the number of unemployed workers age 55 and older increased 70 percent, according to the Bureau of Labor Statistics.
The Temple area is not immune to this problem and local social service providers are seeing more of this group seeking assistance.
Recently, individuals representing social service organizations and businesses met to discuss the problems of middle age and mature workers who have been laid off or have had hours reduced and are now having problems paying their bills.
“It’s a hard age to start over, but there are opportunities,” Judy Morales, Temple Help Center director, said.
Using suggestions and observations discussed during the meeting, officials determined it would be beneficial to this group of displaced workers to hold a workshop with representatives from various groups and businesses all in one location.
Age is just one of the challenges older unemployed people experience. Many have held the same job for numerous years and don’t know how to do a job search, or have limited or no computer skills.
Esther Roque, case manager at Temple Help Center , said she has seen some who have been looking for new jobs for months on end with no success.
“Many have worked all of their lives and have established their credit, but it’s now in jeopardy,” Morales said.
There are seniors at risk of losing their homes.
“The last six months have been the most challenging time in my career as far as what we can approve and how we can go about approving those loans,” said Stan Jackson, senior vice president at Extraco. Jackson has been involved in mortgage loans since 1983.
The credit rating is probably the single most important factor from a lender’s standpoint, and most people don’t know their credit score, he said.
“In today’s lending environment, if their credit score is low, no one is going to help them,” Jackson said.
Vickie Gilmore, center administrator of Workforce Solutions of Central Texas, said Workforce provides a host of services including helping those who don’t know how to look for jobs in today’s market.
There is stimulus money for short-term training programs, Gilmore said, but many can’t afford to go into training programs. They need a paycheck.
“For the first time we were seeing machinists and welders laid off, when before there had always been a shortage,” she said.
Hiring has started picking up for this group, Gilmore said.
L.J. King, education coordinator at the Killeen Help Center , said he is seeing veterans who were in civilian contract jobs on Fort Hood being laid off.
Maria Murpree, Killeen HELP Center case manager, said she is seeing more families moving in together.
The outlook is not completely bleak. New jobs are posted and positions are filled on a daily basis, said Tom Elmore, career center supervisor with Workforce Solutions.
The individuals who met to discuss the problem of the older unemployed worker will meet again this week with more agencies represented.
Attendance at the initial meeting included Temple and Killeen Help Centers , Workforce Solutions of Central Texas, the United Way of Central Texas, Extraco Bank, Temple College Business Incubator and Experience Works.
August 17, 2009
It’s no secret that the job market is tight, but a segment of the population losing jobs at a high rate and experiencing a far more difficult time re-entering the workforce has largely gone unnoticed.
Between January 2008 and January 2009, the number of unemployed workers age 55 and older increased 70 percent, according to the Bureau of Labor Statistics.
The Temple area is not immune to this problem and local social service providers are seeing more of this group seeking assistance.
Recently, individuals representing social service organizations and businesses met to discuss the problems of middle age and mature workers who have been laid off or have had hours reduced and are now having problems paying their bills.
“It’s a hard age to start over, but there are opportunities,” Judy Morales, Temple Help Center director, said.
Using suggestions and observations discussed during the meeting, officials determined it would be beneficial to this group of displaced workers to hold a workshop with representatives from various groups and businesses all in one location.
Age is just one of the challenges older unemployed people experience. Many have held the same job for numerous years and don’t know how to do a job search, or have limited or no computer skills.
Esther Roque, case manager at Temple Help Center , said she has seen some who have been looking for new jobs for months on end with no success.
“Many have worked all of their lives and have established their credit, but it’s now in jeopardy,” Morales said.
There are seniors at risk of losing their homes.
“The last six months have been the most challenging time in my career as far as what we can approve and how we can go about approving those loans,” said Stan Jackson, senior vice president at Extraco. Jackson has been involved in mortgage loans since 1983.
The credit rating is probably the single most important factor from a lender’s standpoint, and most people don’t know their credit score, he said.
“In today’s lending environment, if their credit score is low, no one is going to help them,” Jackson said.
Vickie Gilmore, center administrator of Workforce Solutions of Central Texas, said Workforce provides a host of services including helping those who don’t know how to look for jobs in today’s market.
There is stimulus money for short-term training programs, Gilmore said, but many can’t afford to go into training programs. They need a paycheck.
“For the first time we were seeing machinists and welders laid off, when before there had always been a shortage,” she said.
Hiring has started picking up for this group, Gilmore said.
L.J. King, education coordinator at the Killeen Help Center , said he is seeing veterans who were in civilian contract jobs on Fort Hood being laid off.
Maria Murpree, Killeen HELP Center case manager, said she is seeing more families moving in together.
The outlook is not completely bleak. New jobs are posted and positions are filled on a daily basis, said Tom Elmore, career center supervisor with Workforce Solutions.
The individuals who met to discuss the problem of the older unemployed worker will meet again this week with more agencies represented.
Attendance at the initial meeting included Temple and Killeen Help Centers , Workforce Solutions of Central Texas, the United Way of Central Texas, Extraco Bank, Temple College Business Incubator and Experience Works.
Finding a Great Job If You're Over 50
Kate Lorenz, CareerBuilder.com Editor
According to the Bureau of Labor Statistics, about 16 percent of today's workforce is age 55 and older, and that number is expected to reach 21 percent by 2014 -- an increase of more than 11 million workers. As the American population ages, companies are realizing older Americans are a vital part of their workforce, and are starting to put programs into place to attract and retain these workers.
Companies are increasingly focusing on this segment of the American workforce and are offering older workers more flexible work options and helping them better balance work and family issues, says Deborah Russell, director of economic security for the AARP, a nonprofit organization for people over 50.
And in the face of impending labor shortages, many companies are turning to their own retirees to fill open spots. Bringing a former employee back on board provides a wide range of benefits to the company, as retired workers need less training and are already familiar with company policies and standards as well as business protocol.
Every year, the AARP releases its list of the "Best Employers for Workers Over 50." They look at companies in a variety of industries and evaluate businesses in the areas of recruitment practices, continuing opportunities for advancement, flexible work schedules and benefits. The AARP found that while many companies still have a long way to go when it comes to attracting and retaining older workers, there are a number of businesses that have put innovative programs in place that benefit workers over 50.
If you are an older professional and want to find an employer who is open to workers of all ages, Russell offers the following tips for evaluating a company.
1. Examine the company's recruitment practices.
Russell notes you can learn a lot about a company by how and where it recruits employees, as well as what its recruitment materials look like. Is the company recruiting at a variety of job fairs? Is it open to applications from all workers? Does it have a formal program to offer positions to retired workers? Can you see a variety of ages represented in company brochures and other branded materials?
2. Ask about advancement opportunities and training.
The AARP found that many of the best companies for older workers have special programs in place to provide employees with advanced and ongoing training, help employees move positions within the company and offer career counseling. These programs help older workers keep important skills up-to-date. Some companies even offer online courses for employees, which enable older workers to take courses at their own pace.
3. Research the company's benefits.
While you might not be able to find out everything about a company's benefits in the early interview process, you can research the company's Web site and other materials to find out what benefits it offers. Many of the companies on the AARP's list have benefits that are particularly attractive to older workers, such as allowing 401(k) "catch-up" contributions and time off to care for dependents beyond what is required by law. Some also offer phased retirement programs, and several hospitals on the list offer healthcare services either at a discount or at no cost to employees covered under company health plans.
4. Examine the overall company image.
Take a look at all company collateral and its Web site. What is the image the company is portraying? Also, look around the company when you are interviewing. Do you see other older workers? Ask about the company's mission and goals. Russell says it is important to determine if the company "values its workforce, or just its bottom line."
For more information about the AARP and its list of the "Best Employers for Workers Over 50," visit the organization's Web site at www.aarp.org/bestemployers.
Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article
According to the Bureau of Labor Statistics, about 16 percent of today's workforce is age 55 and older, and that number is expected to reach 21 percent by 2014 -- an increase of more than 11 million workers. As the American population ages, companies are realizing older Americans are a vital part of their workforce, and are starting to put programs into place to attract and retain these workers.
Companies are increasingly focusing on this segment of the American workforce and are offering older workers more flexible work options and helping them better balance work and family issues, says Deborah Russell, director of economic security for the AARP, a nonprofit organization for people over 50.
And in the face of impending labor shortages, many companies are turning to their own retirees to fill open spots. Bringing a former employee back on board provides a wide range of benefits to the company, as retired workers need less training and are already familiar with company policies and standards as well as business protocol.
Every year, the AARP releases its list of the "Best Employers for Workers Over 50." They look at companies in a variety of industries and evaluate businesses in the areas of recruitment practices, continuing opportunities for advancement, flexible work schedules and benefits. The AARP found that while many companies still have a long way to go when it comes to attracting and retaining older workers, there are a number of businesses that have put innovative programs in place that benefit workers over 50.
If you are an older professional and want to find an employer who is open to workers of all ages, Russell offers the following tips for evaluating a company.
1. Examine the company's recruitment practices.
Russell notes you can learn a lot about a company by how and where it recruits employees, as well as what its recruitment materials look like. Is the company recruiting at a variety of job fairs? Is it open to applications from all workers? Does it have a formal program to offer positions to retired workers? Can you see a variety of ages represented in company brochures and other branded materials?
2. Ask about advancement opportunities and training.
The AARP found that many of the best companies for older workers have special programs in place to provide employees with advanced and ongoing training, help employees move positions within the company and offer career counseling. These programs help older workers keep important skills up-to-date. Some companies even offer online courses for employees, which enable older workers to take courses at their own pace.
3. Research the company's benefits.
While you might not be able to find out everything about a company's benefits in the early interview process, you can research the company's Web site and other materials to find out what benefits it offers. Many of the companies on the AARP's list have benefits that are particularly attractive to older workers, such as allowing 401(k) "catch-up" contributions and time off to care for dependents beyond what is required by law. Some also offer phased retirement programs, and several hospitals on the list offer healthcare services either at a discount or at no cost to employees covered under company health plans.
4. Examine the overall company image.
Take a look at all company collateral and its Web site. What is the image the company is portraying? Also, look around the company when you are interviewing. Do you see other older workers? Ask about the company's mission and goals. Russell says it is important to determine if the company "values its workforce, or just its bottom line."
For more information about the AARP and its list of the "Best Employers for Workers Over 50," visit the organization's Web site at www.aarp.org/bestemployers.
Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article
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