Loading...

Follow Career Pivot - Repurpose your career. Pivot now. on Feedspot

Continue with Google
Continue with Facebook
Or

Valid


BoomerJobTips Update

Welcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

This week’s popular post is Failure Is Not an Option Is Total BS – Career Pivot. This is a great post about how an entire generation believed something that is simply not true. Failure does happen. Read what to do with it when it happens to you.

 Most Popular Podcast
  • The Evolution of Job Search with Career Sherpa Hannah Morgan [Podcast] – Career Pivot http://bit.ly/2EnQLTk
  • What is Your Personal Operating System? A Chapter from the audiobook “Repurpose Your Career” [Podcast] – Career Pivot http://bit.ly/2uZbQOk
  • The Unconscious Biases We All Have, and How to Work with Them [Podcast] – Career Pivot http://bit.ly/2pvmL0t
2nd Half of Life Social Media Career Job Search

Another way to look at the same links AND MORE from BoomerJobTips.

Join us on the BoomerJobTips LinkedIn Group

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post BoomerJobTips Update-Failure Is Not an Option Is Total BS appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
Evaluating the Job Offer Copyright: thorstenschmitt / 123RF Stock Photo

When you get a job offer what is the first thing you look at?

The Money!

If all you are looking at is the money in the job offer, you may end up very disappointed a few months down the road.

I wrote about determining what you want in ‘non-financial’ terms in a previous post. I wrote about the need to determine what you really care about before evaluating the job offer.

Note: This post was originally written in July of 2014 and was updated in February of 2018.

The Offer Letter is an Official Document

The first thing I want you to remember is the offer letter is an official document. You should scan it and keep it somewhere safe.

Carefully, read the document for restrictions on what happens when you leave. This could include:

  • Weeks of notice you are required to give when you resign
  • Non-compete clauses
  • Vesting schedule of options
  • Privacy of information

None of these should be taken lightly. Non-compete clauses can have disastrous effects. I worked with a client that was laid off from a very niche industry and they still enforced the non-compete clause. He had a choice to fight them in court or take a much lower level job outside of his industry until the non-compete clause expired.

What is Missing or Hidden in the Job Offer?

There are two areas of compensation that are changing in the workplace—Paid Time Off (PTO) and health insurance.

When I went to work for IBM in 1978, I was given two weeks vacation that was allotted to me at the beginning of the year, and I had virtually an unlimited amount of sick leave. Pretty generous! At five years, I was allotted three weeks of vacation, and we could carry any unused vacation forward.

Most companies have moved to a Paid Time Off (PTO) model where you earn a certain number of hours of PTO with each paycheck. This way, companies do not have to track whether it is sick or vacation time.

What you should be looking for in the job offer as it relates to PTO:

  • Holidays – Some businesses have cut the number of paid holidays back to a minimum and expect the employee to use PTO for the rest.
  • Beginning PTO balance – Is the PTO balance zero when you start? If you have a planned vacation within the next six months, you will probably not have enough PTO time. You can negotiate for PTO time to be added at your hire date.
  • When does the accrual rate of PTO time increase? Do you have to wait one or three or five years to start accumulating PTO at a higher rate? You may be able to negotiate to start at a higher accrual rate.
  • Can you carry the PTO balance over from year to year?
  • Will the business pay out any remaining PTO balance when you leave? This was a huge issue for me when I left my last corporate gig. I had accrued over 5 weeks of PTO and I had to make sure I would get paid before I left.

Time off from work is valuable. You need to look at this carefully.

Health Insurance

With the current mess in Washington D.C. around the Affordable Care Act (ACA) health insurance from your employer has come to the forefront.

What you should be looking for in the job offer as it relates to health insurance:

  • Is your spouse covered? Are you planning to put your spouse on the health insurance plan? Check to see if that is allowed. Many businesses are dumping insurance coverage for your spouse.
  • What happens if the worst case happens and you pass away? Will your spouse be able to continue and at what cost? I know this sounds a bit morbid but for those of us over 60 years of age it could have catastrophic financial effects.
  • Does the business contribute to coverage for your spouse and children? When I went to teach high school math for a couple of years, the school district allowed me to add my wife and child to the policy, but I had to foot the entire bill for the additional coverage. My out-of-pocket expense was double my COBRA payment from my last high-tech position. I stayed on COBRA until we could find alternative insurance for my wife and child.
  • If your spouse is covered, but the out-of-pocket expense is very high, consider going to the Healthcare Market Place. Due to the fact that your spouse is eligible for group health care coverage from the job offer, you will NOT be eligible for any tax credits. This can be a balancing act worth thousands of dollars depending on your decision.

Usually, the health insurance issue is not negotiable. What you do want is to be able to evaluate the offer with your eyes wide open.

PTO and health insurance benefits can be a large portion of your compensation. Look at these items in the job offer seriously!

Other Benefits

What else do you want from your employer? This could include:

  • Mobile phone
  • Work from home equipment, i.e. printer, stand-up desk,…
  • Home Internet
  • Take your dog to work
  • Flexible schedule

Many of these may not be included in the offer letter but can be negotiated.

Be Prepared to Negotiate

Everything should be considered to be negotiable. If you want to learn more, check out the following posts:

Once you have a formal offer, the employer has shown their hand that they want you. It is now in your court to negotiate for what you want.

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post Evaluating the Job Offer – What is Missing? [Updated] appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
Episode 65 – Marc interviews Career Sherpa Hannah Morgan who shares her insights on how far we have come since the days of mailed or faxed resumes, and where we are headed in our search for the perfect job. Description:

Hannah Morgan is a speaker, author, and founder of CareerSherpa.net. She serves as a guide to today’s job search, delivering no-nonsense, actionable advice for job seekers. Hannah’s experience in human resources, outplacement services, workplace development, and career services equip her with a 360-degree perspective of job search topics.

Recognized by media and career professionals as an advocate for job seekers, Hannah speaks and writes about using social media, personal branding, and other modern strategies to help job seekers take control of their job search. Hannah is frequently quoted in local and national publications and she writes a weekly column for the U.S. News & World Report. Hannah is the author of The Infographic Resume.

Listen in for trends in the job search you need to know.

Download Link | iTunes | Stitcher Radio |Google Play

Key Takeaways:

[:44] Marc welcomes you to the episode and announces the download numbers for January. They are almost double the numbers of three months ago. He appreciates the great feedback from listeners and hopes to continue to meet your expectations of a podcast that inspires.

[1:20] Marc has lined up a travel blogger and hopes to interview the owners of Collworks.com, a website that connects people with work in parks and great outdoor destinations. Marc is working on a number of other great guests.

[1:50] If you enjoy this podcast, Marc invites you to share it with friends, subscribe to it at CareerPivot.com or iTunes, share it on social media, and tell your neighbors and colleagues.

[2:13] Marc gives an overview of the podcast series. This month the series will be out of the normal order. Last week Marc interviewed Camille Knight, a logical creative who married her love for data and creativity into making beautiful Tableau dashboards for executives. She transitioned in her fifties.

[2:40] Next episode is an interview with an expert. That is usually the first episode of the series. This week, Marc will interview Hannah Morgan of Career Sherpa fame. Hannah started in the career space right before the Great Recession. Marc will interview her about job searching in 2007, in the present day, and about her projections for 2028.

[3:10] The third in the series is a topic of Marc’s choosing. He is thinking about an episode about FOMO or fear of missing out. This affects Marc and other people about to make a major change. Marc’s major change is his planned move to Mexico.

[3:29] The last episode in the series is the Mailbag episode where he answers listener’s questions with Elizabeth Rabaey. Last week’s episode was the Mailbag.

[3:34] Marc introduces the episode and reads Hannah’s bio.

[4:40] Marc welcomes Hannah. She calls herself an introvert who loves nothing better than just hanging out by herself at home, or carting one of her two teenage sons to Lacrosse, football, or other sports-related activity.

[6:12] Hannah started in the career business over a decade ago. Marc ‘rewinds time’ to 2007 to ask about job search then. There was no LinkedIn. Networks were the focus and job seekers had to rely on often out-of-date email addresses and phone numbers to build networks. It was almost impossible to find the names of people in companies.

[7:27] Networking was incredibly different. There were still a lot of jobs being posted in the newspaper. People were still sending resumes by hard copy or fax. Marc remembers faxing resumes.

[8:14] We really have seen a lot of change since 2007, making things better and easier for job search. Job seekers used to bring 20 copies of their resume to a job fair. A lot of money was spent on good resume paper with matching envelopes. Then there were printing, word processing, and typesetting costs.

[9:21] Marc talks about joining LinkedIn in 2006 and working with Indeed and Jobvite. Things have changed in twelve years, and where you are in the country impacts how quickly local companies embraced the changes in recruiting methods. In some areas, until a few years ago, you may have been emailing your resume to individual people.

[10:52] Marc jumps forward to 2018. What has changed? At the end of 2017 and early in 2018 a couple of things changed. We’re starting to see the job market be in the job seeker’s favor because of the extremely low unemployment. Employers are doing more to attract candidates. They are putting job centers on their websites.

[12:37] The majority of job seeker and companies have embraced LinkedIn as the primary spot to be seen and found. Applicant tracking systems are everywhere. Companies are realizing the value of company employee referrals.

[13:18] Marc recalls the interview with Gary O’Neal (in Episode 58) and the anecdote about a company with 1,300 resumes in their tracking system, all of which were being ignored. People were hired by emailed resumes and referrals.

[14:33] Some companies are implementing chatbots that will make it easier for people to get through the application process.

[15:44] Some of the biggest problems in hiring today are inadequate screening processes for applicants and resumes, so a lot of good people don’t make the cut, there’s a communication gap, where job seekers don’t know how to prove to employers they have what the employer is seeking.

[16:49] The resume is the primary document, even on LinkedIn. In order for your resume to be attractive to an employer, they have to understand what you’re talking about. Candidates have not been taught how to write a good resume or promote themselves.

[17:41] Employers don’t know how to write accurate job descriptions. They ask for everything, whether they need it or not. They also don’t know how to write about salary.
There’s a lot of salary information on the internet, and much of it is GIGO. Garbage in, garbage out.

[19:50] Job titles are meaningless now. Titles vary from company to company. LinkedIn just published their most promising jobs for 2018. The top job is Engagement Manager. Would you know what that job is? It could be a few different things. What about Customer Success Manager? It depends on the company.

[22:17] Marc has a client who wants to move from consultant to employee, for insurance benefits. Marc suggests he look on LinkedIn for people with specific job titles and ask them what they do.

[22:54] Hannah tells job seekers that everyone in a job transition is looking for a new career. The job they had at their last company no longer exists. It requires a major shift in thinking. It’s really about getting good at talking about the things that you did well. Marc has clients whose jobs disappeared in under five years.

[24:20] Marc had a director-level job seeker in engineering interviewing at a company similar to his previous employer but they couldn’t understand each other as they were using different terminologies. He didn’t get the job. Learn the language of your target company.

[25:26] Hannah would like employers to do more to simplify their recruiting language, and explaining their recruitment process to applicants.

[26:28] Marc jumps forward to the year 2028 and asks what has changed? Hannah predicts that will still be a lot of job seeking and hiring, and there will still be a large communication gap between employers and candidates.

[27:05] Hannah hopes that changing jobs will have become easier by candidates building relationships with companies before jobs become open. This could be done with an online talent pipeline. The companies could provide ambassadors to the online communities.

[28:07] Hannah suggests the resume should be replaced with a simple chronological work history. From that and the conversations and some other form of evaluation will be the interview process.

[29:37] The career lattice is the new norm. The career ladder is out. People don’t always want to be a boss, they may want a different challenge, and they go from place to place in the company or outside. Companies that only want a ladder climber may be eliminating good candidates. More and more people are moving laterally.

[30:44] The gig economy has been growing. It allows additional freedom to do things that would have been hard to do in a company. The only problem is health benefits tied to employers. To keep our economy growing, we have to allow people flexibility.

[33:03] Marc refers to Unretirement, by Chris Farrell, and the looming worker shortage as Boomers retire. Employers will have to bring back older workers. HR departments have a natural bias against flexibility for older workers.

[36:01] Boomers want to stay employed another five or ten years, maybe for less money and more flexibility. Millennials are the next largest group. They don’t want 9-to-5 jobs. Employers are going to have to listen to their largest employee groups and provide flexibility.

[36:46] Marc talks about moving to Mexico, and the tax implications. He has done a lot of research. He is taking his job virtually.

[37:18] Marc jumps back to 2018. What is the most important thought from this conversation? Hannah says that change is the norm. We all have to adapt and understand change and be willing to flex. Understand where you fit in today’s world of work, what you want, and what you are good at doing. Find a way to use that.

[38:58] Marc’s last thought. He likes Hannah’s comment that change is the new norm. We all have to stay nimble. Think about that.

[39:29] The Career Pivot community website is alive and in production. This is the only online community anywhere in the world focused on job seekers in the second half of life. Marc is now soliciting people for the third cohort. Join the waiting list at the link.

[40:54] Check back next week when Marc discusses FOMO and how it’s affecting his thinking.

Mentioned in This Episode:

Careerpivot.com

CoolWorks.com

CareerSherpa.net

U.S. News & World Report — Hannah Morgan

The Infographic Resume: How to Create a Visual Portfolio that Showcases Your Skills and Lands the Job, by Hannah Morgan

LinkedIn

Indeed

Jobvite

AustinHR

Gary O’Neal on Episode 58

Unretirement: How Baby Boomers are Changing the Way We Think About Work, Community, and the Good Life, by Chris Farrell

Email Hannah at HMorgan@CareerSherpa.net

Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is now available on iTunes, Audible, and Amazon. Marc will be giving away one or more free copies of the audio version — follow his directions in this episode.

Marc has the paid membership community running on the CareerPivot.com website. The website is alive and in production. Marc is contacting people on the waitlist. Sign up for the waitlist at CareerPivot.com/Community. Marc has two initial cohorts of 10 members in the second half of life and they are guiding him on what to build. He is looking for individuals who are motivated to take action and give Marc input on what he should produce next. He’s currently working on LinkedIn and blogging training. The next topic will be business formation. Groups will be brought in 10 at a time. This is a paid membership community where Marc will offer group coaching, special content, and a community where you can seek help.

Please take a moment — go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to

CareerPivot.com/review, and read the detailed instructions there.

Email Marc at Podcast@CareerPivot.com.

Contact Marc, and ask questions at Careerpivot.com/contact-me

CareerPivot.com/Episode-65 Show Notes for this episode.

You can find Show Notes at Careerpivot.com/repurpose-career-podcast.

To subscribe from an iPhone: CareerPivot.com/iTunes

To subscribe from an Android: CareerPivot.com/Android

Careerpivot.com

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post The Evolution of Job Search with Career Sherpa Hannah Morgan [Podcast] appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
Combat Age Discrimination with Strategic Relationships?

Have you used a strategic relationship to combat age discrimination?

We first want to look at what we mean by age discrimination.

Most of you reading this are over fifty years old and probably have had to combat age discrimination.

I have heard it many times where someone has said, “I walked in the door for the interview, the expression on the face of the interviewer said it all. He/She is old!”

They are probably thinking one of the following:

  • They will never be able to keep up!
  • Their skills are out of date!
  • They will not be able to get along in an office filled with younger people!
  • They are out of date in this world of Social Media!
Why do they think that way?

I want you to go back to your first memories of your grandparents. Over the years, did they slow down? Did they not understand the younger generation?

Many of our biases are based on our own experiences. Could you see your grandfather working next to you? My guess is probably not.

If the hiring manager is in his thirties and sixty-year-old walks in, his thoughts will be shaped by his life’s experiences.

Strategic Relationships

How do you combat age discrimination? You take the fact that you are older out of the equation. It all comes down to having strategic relationships. This is how you combat age discrimination!

If you walk into the interview, and this is the first time the interviewer forms an opinion of you, well… you are in trouble.

I have previously written about a Targeted Job Search. This is where you target the company and not the position. You develop strategic relationships with the target company with the idea that they call you when a position is available.

I had a discussion recently with a friend, Tom, who is over sixty years old. He had his own business for the last twenty years, but the recession had wiped out his customer base. He was now looking for a job, and it was not going well. He had a few interviews, but everyone told him he was overqualified.

I told him his next job would probably be based on a strategic relationship. His eyes lit up as he had just completed a six-month contract that came through a lifelong contact, a small business owner.  The small business owner had hired some twenty-somethings to do a project. He was very unhappy with their work and he called Tom and said are you interested?

That small business owner did not think of Tom as his grandfather. He was not concerned Tom would not be able to keep up. He knew Tom!

Weak Ties

When I left the high-tech world the first time and got certified to be a high school math teacher, my strategic relationship was with my chiropractor! My chiropractor knew me well and knew my values. More importantly, she knew a lot of people. Strategic relationships can come from anywhere in your life.

My chiropractor is a weak tie. A weak tie is a relationship that could have been dormant or someone that you have a loose connection with. I saw my chiropractor every few weeks but would I call her a close friend? No. The advantage of weak ties is they know people that you do not know. If you want to learn more about weak ties check out my post — Discover the Power of Weak Ties After 50.

Has Your Network Aged Out?

A common theme with many of us in the 2nd half of life is our network has supported us throughout our careers. Many of our career moves were presented to us by mentors or peers. As we grow older so do our mentor and peers.

What happens when those people retire, leave positions of responsibility or worse die? Our network withers and the strategic relationships that supported us through the years disappear.

If you want to combat age discrimination you need to be ever vigilant on building relationships. More importantly, you will want to build those relationships strategically at your target companies. You can read more about this topic in my post — Search Aged Has Your Network Aged Out and Abandoned You?

Strategic Relationships are Nothing New

Most of us have been building strategic relationships throughout our career. We did not think about it, we just did it. Now that we are in the 2nd half of life, we can no longer let it just happen. We need to be purposeful in building relationships if we want to propel our careers into our 60s and 70s.

Every interview I have had in the last ten years has been acquired through a strategic relationship. When I walked into the room their initial opinions had already been formed. This is nothing new.

Are you ready to be strategic in developing relationships to combat age discrimination?

Let me know what you think with a comment below!

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post Combat Age Discrimination with Strategic Relationships [Updated] appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
BoomerJobTips Update

Welcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

This week’s popular post is 50 Great People To Follow On LinkedIn, No Matter Your Industry This is a great list of people you can find on LinkedIn and should definitely think about following. Their material is valuable and insightful.

 Most Popular Podcast 2nd Half of Life Multi-Generational Social Media Career Job Search

Another way to look at the same links AND MORE from BoomerJobTips.

Join us on the BoomerJobTips LinkedIn Group

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post BoomerJobTips Update- 50 Great People To Follow On LinkedIn, No Matter Your Industry appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
How Long Will My Job Search Take?

I am often asked, “How long will my job search take?”

My answer is almost always, “It depends.”

I work, primarily, with those in the 2nd half of life—which is code for those over 50 years of age.

I tell them that a really short job search is three months. It takes almost three months for a company to decide to hire someone, post the job, interview candidates, make an offer, and then make the hire.

What factors affect how long the job search will take?

  • Depth of experience and perceived salary requirements
  • Your network
  • Geographical demand for your skills
  • Time of year
  • Age discrimination
Depth of experience and perceived salary requirements

The more experience you have and the greater perceived salary requirements, the longer it will take. Notice I wrote perceived salary requirements. Yes, I know you say you will take less money but…no one will believe you!

The reality is, the higher the perceived salary requirements, the fewer and fewer jobs there will be. After you get over a 6 figure income, the number of jobs decreases in most job markets.

Please read my post Will I Ever Be Employed Again in a Job I Want? This is the story of Matt, a former CEO who went almost 3 years underemployed because of the perceived salary requirements. The more money you make the longer the job search will take.

Your Network

Your next job will likely come through a referral. That referral will come from one of three several types of relationships:

  • An existing relationship
  • A stale relationship that you will re-energize, which is also called a weak tie
  • A new relationship you strategically create

If you follow the Target Job Search Strategy you will be strategically building a referral network.The stronger your network the shorter your job search.

Geographical demand for your skills

Are your skills valued in your local job market? For example, if you have an oil and gas background and you are looking for a position in Central Texas, where I live, well…it will be a tough and long job search. However, if you move to Houston,  you will find your skills much more valued.

If you have a certification, is it valued in your local market? The varies greatly by region!

If your skills or credentials are in overabundance or are not valued in your local region, you need to extend the length of your job search or expand your geographical search zone.

Look for people who look, taste, and smell like you to determine whether your skills are in demand. Search LinkedIn for people with your level of experience, certification, and skills to determine the demand in your region. Who employs people who look, taste and smell like you?

Time of year

Like every other business process, hiring goes through cycles. A lot of hiring occurs after annual budgets are approved. Look at financial statements of each target company on your target list and determine when the fiscal year begins. Some companies start their fiscal year in October and others start in January.

Hiring usually stops from late November through the middle of January. This is an excellent time to network and build your tribe, but little hiring occurs during this time.

Similarly, hiring slows down (but does not stop) during July and August when many people go on vacation. It only takes one person in the hiring process to go on vacation for everything to grind to a halt.

I highly recommend you follow your local business journal. If a company gets a big order, funding from a venture capital firm, investment from private equity or received a local or federal grant, this is the time pursue the target company. These kinds of investments will follow a calendar cycle and you need to track when each kind of investment tends to come in the calendar year.

Age discrimination

Age discrimination is alive and well. You need to factor this into the length of your job search. You have to be realistic and find employers who value your skills and experience and will not discriminate based on your age. I am working with a client right now who is part of the long-term unemployed cohort, and she is targeting government positions. For her, it is a numbers game, but she will be treated fairly in applying for government positions.

For those of you in the 2nd half of life, are your skills and age a barrier? I live in Austin Texas, one of the worst places to be old and unemployed as documented by the Atlantic. Austin has a general unemployment rate hovering just above 3% but the unemployment rate for those over 50 years of age exceeds 12%. Even if your skills are in high demand, being over 50 will increase the length of your job search.

So how long will my job search take?

I tell my clients to plan for a minimum of 6 months to 2 years. If you are employed, it really depends on the amount of time you can dedicate to the job search. If you follow my Target Job Search Strategy, you should plan on starting your job search 18 months after you start a new job and plan on that search taking 18 months. That means you will be prepared to changed jobs every 3 years. That does not mean you will change jobs every 3 years, BUT you will be prepared to do so.

If you follow the strategy that jobs are never permanent and you always are looking for your next position, your job search will be much shorter should you become unemployed.

How long do you expect your job search to take?

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post How Long Will My Job Search Take? Longer Than You Think! [Updated] appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
Episode 64 – Marc interviews Camille Knight who explains how her logical mind and her creative mind work. After a long job search, she was able to use both her mathematics and her artistic ability to help executives make informed decisions through Tableau dashboards. Description:

Camille is a logical creative. She is the confluence of creativity and mathematics. Camille grew up as a gymnast, dancer, ice skater, singer, and photographer, while, at the same time, was a member of the Mathematics Honor Society, Mu Alpha Theta. She spent much of her career focusing on the analytical side of herself because that’s what the world was willing to pay her for. Over the last few years, she turned herself into a Tableau developer, where she gets to create beautiful, understandable business dashboards. She now gets to activate both sides of her brain and get paid pretty darn well for it. This was not an easy journey for Camille and there were some pretty painful patches for her, which we do not discuss on purpose. But she has persevered and moved on.

Key Takeaways:

[:56] Marc welcomes you to the episode and gives an overview of the podcast series. This month the series will be out of the normal order. This week Marc will interview Camille Knight, a logical creative who married her love for data and creativity into making beautiful Tableau dashboards for executives. She transitioned in her fifties.

Download Link | iTunes | Stitcher Radio |Google Play

[1:27] Next episode will be an interview with an expert. That is usually the first episode of the series. Marc will interview Hannah Morgan of Career Sherpa fame. Hannah started in the career space right before the Great Recession. Marc will interview her about job searching in 2007, in the present day, and about her projections for 2028.

[2:03] The third in the series is a topic of Marc’s choosing. He is thinking about an episode about FOMO or fear of missing out. This affects Marc and other people about to make a major change. Marc’s major change is his planned move to Mexico.

[2:22] The last episode in the series is the Mailbag episode where he answers listener’s questions with Elizabeth Rabaey. Last week’s episode was the Mailbag.

[2:33] Marc introduces the episode and reads Camille’s bio.

[3:38] Marc welcomes Camille. Camille grew up encouraged to express herself through the arts and athletics — drawing, writing, gymnastics, dance, competitive ice skating, and singing. She decided on business marketing major for a practical career. She was already good at math. Her Math score was the highest on her SAT. She attended UT.

[5:35] When Camille graduated, in the mid-eighties, the economy was “down in the dumps” and everybody was struggling to find a job. She wound up in an administrative position for the U.S. Senate. It was a great opportunity to learn about our government but it was not a creative job so she returned to school as an applied voice major.

[6:34] Camille spent six years as a professional singer. Then she came back to Austin. She worked a series of administrative jobs and was invited to apply for a business analyst job. She liked the idea and went back to school for a business analyst course at ACC. It made sense and she took to it like a duck to water.

[7:31] She thought she had discovered what she was meant to be doing all along. Then she took the project management professional training course and the sequel course. She started to feel that was her direction to follow. She went to work by contract at VMWare. She liked the freedom to work for a time and become a subject matter expert.

[8:52] While Camille was working in one contract job, her world changed again, in 2015, when she found Tableau Desktop. For many years she had been a power user of Excel. Using Tableau was love at first sight. It allowed Camille to be creative with numbers and to tell the story in a visual way. It married the two sides of her brain.

[9:47] Tableau is a data visualization tool that allows you to create various different kinds of charts using data to tell the story. Any news article that has a gorgeous chart probably uses Tableau. Camille likes to able to create something really quickly. The beautiful charts can help executives make business decisions.

[10:48] It was satisfying for Camille to marry the two sides of her brain. She took a two-day course in Tableau, took a certification exam at the Tableau Conference and became a Tableau Qualified Associate.

[11:40] For the last couple of years, Camille has been using Tableau to inform executive decision makers about the performance of several organizations in the healthcare sector. This work requires using mathematics to create the information needed from the data she is given, coloring each point according to the signals in the chart.

[12:53] Camille feels like she has found her niche. Using Tableau comes naturally to her. She was not really happy just doing pure administrative work.

[13:33] Camille had a BA certificate and a PMP certification. She enjoyed Business Analysis, but she was not very interested in being a Project Management Professional, as the work was word-focused. Analysis, reporting, and dashboarding was where she wanted to work. She could use the PMP skills in scheduling her workflow, however.

[15:50] Camille just went through a lot of interviews. One came out of nowhere. She went into the interview feeling she had nothing to lose, and she was just herself. It was a great interview and she got the position. She was asked to talk to a sales consultant at Tableau. When she did, she learned that she was a content developer.

[18:36] Camille had been nervous about the meeting but walked out realizing she was smarter than she thought. The nervousness came from ‘MSU.’ That confidence set her up for a good interview with the end user.

[19:32] Camille never imagined herself in such a job. She is also concerned about retirement, but she likes to work, so she is considering soft retirement. She doesn’t want to stop working. She would like the freedom to take four-to-six weeks off in the summer and option to work 20 hours a week, and take a break between contracts.

[20:43] Camille thinks this next job is a real positive step toward a flexible work schedule. She had had no idea she could make that happen.

[21:03] Camille’s job search has taken five years. Things didn’t quite turn out the way she planned. She hit Tableau at a very good time, when there are no experts. It’s too new. Camille gravitated to it and sucked it up. She dug in deep.

[21:50] Camille would advise job searchers to keep trying. Trying new things, trying to learn, trying just one more job interview. Doors didn’t open immediately for her.

[22:53] Camille used to be Marc’s neighbor. He has known her through unemployment, hard times, her BA certificate. He encouraged her to take a contract job. The first job they just hired her quickly over the phone. Camille likes the freedom of contracting. She won’t take six weeks off, but she might take a few weeks, and it won’t be a problem.

[24:09] Marc says everybody in his online community wants freedom to choose how hard they work, where they work, and when they work. For many in the second half of life that becomes really important but it is not available with full-time employment.

[24:34] Marc is really proud of Camille. She thanks him for all his help along the way.

[25:10] Camille is a survivor and continues to pursue her dreams. She started her new job last week and this is just another step in the journey.

[25:49] Marc explains how he will select the listener who will receive a copy of the audio version of Repurpose Your Career: A Practical Guide for the 2nd Half of Life.

[26:06] By the time this episode airs Marc will have the second cohort of 10 members for the online paid membership community. This is the only online community anywhere in the world for job seekers in the second half of life. Marc is now soliciting people for the third cohort.

[27:42] Check back next week when Marc will interview Hannah Morgan.

Mentioned in This Episode:

Careerpivot.com

UT

ACC

VMWare

Tableau

Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is now available on iTunes, Audible, and Amazon. Marc will be giving away one or more free copies of the audio version — follow his directions in this episode.

Marc has the paid membership community running on the CareerPivot.com website. The website is alive and in production. Marc is contacting people on the waitlist. Sign up for the waitlist at CareerPivot.com/Community. Marc has an initial cohort of 10 members in the second half of life and they are guiding him on what to build. He is looking for individuals who are motivated to take action and give Marc input on what he should produce next. He’s currently working on LinkedIn and blogging training. Groups will be brought in 10 at a time. This is a paid membership community where Marc will offer group coaching, special content, and a community where you can seek help.

Please take a moment — go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to

CareerPivot.com/review, and read the detailed instructions there.

Email Marc at Podcast@CareerPivot.com.

Contact Marc, and ask questions at Careerpivot.com/contact-me

CareerPivot.com/Episode-64 Show Notes for this episode.

You can find Show Notes at Careerpivot.com/repurpose-career-podcast.

To subscribe from an iPhone: CareerPivot.com/iTunes

To subscribe from an Android: CareerPivot.com/Android

Careerpivot.com

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post Logical Creative Career Pivoter Camille Knight [Podcast] appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
Things You Will Never Know About the Hiring Process

The reality is when you are looking for a job at a target company you do not know anything about their hiring process. That is unless you have a contact at the target company with intimate knowledge of how hiring is done.

What we usually do is slip into making stuff up based on our past experiences. Yes, we all suffer from MSU (Make Stuff Up) Disorder at one point or another.

We think there are a set of rules that apply to hiring. The reality is there are no rules.

All of the ideas in this post come from the podcast I did with Gary O’Neal in December of 2017. I really think you should listen to this especially eye-opening podcast.

So let’s get started on what you do not know about the hiring process.

You Do Not Know When a Position Will Become Available

From the outside of a company and sometimes even when you are an employee, you will have no idea when a position will become available.

You do not know when:

  • Someone is going to resign
  • The hiring manager is going to fire someone
  • A new contract has been signed with a client
  • Funding becomes available
  • The CEO gets a bee under his/her bonnet and they want to go in a new direction

All of these events can occur with few people knowing about them and all of them could kick off the hiring process.

If you are a known by the hiring manager before any of these events occur they may just reach out to you and hire you.

You Do Not Know Whether the Company Will Post a Position

The hiring process is different in just about every organization. When one of these events mentioned above occurs, the hiring process could start, and you have no idea whether they will actually post it publically or not. If this is a public institution or government – that is the only time that it is guaranteed that they will post the position.

You may be asking yourself why wouldn’t they post the position? Some small and medium-size businesses (SMB) completely rely on word of mouth or employee referrals to find candidates. If they post the position they get so many applicants that they know they cannot deal with the onslaught.

The hiring process at many SMB companies can be a bit chaotic and if you believe they have a well-defined process, you will most of the time be very disappointed and left on the outside.

What Does That Mean If They Post the Position

The company decides to post the position. That means there is a real job that you can apply for and possibly be hired! Right?

Well, maybe.

It could be:

  • They already have the candidate they want and the only way for the candidate to get into the system is for them to post the position and let him/her apply. Once they have applied the position is taken down.
  • There is a candidate selected and corporate rules dictate they post the position for a defined period.
  • The company posts positions so they can collect resumes for the future.
  • The company started to interview for the position, decided to go in another direction and never took the position down.
  • Positions are entered into an applicant tracking system (ATS) which are displayed externally on the company website. There is no one responsible to look at the ATS and therefore, resumes just stack up.

I can tell you from practical experience that the last two possibilities have happened.

In my last corporate gig, the marketing department posted a position, started the interview process, decided to put it on hold and for one whole year left the position on the website collecting resumes. Yes, it was on the website for a year and they never started the interview process again. After a year someone decided it would be a good idea to take the position down.

I recently was told the story by a 3rd party recruiter about a company that used one of the cloud-based applicant tracking systems. They had 10 positions posted on the corporate website. Approximately, 1,300 resumes had been collected and … here is the kicker … no one was responsible for reviewing the resumes. When asked how they filled the last 3 positions, they said all of the applicants were filled through employee referrals.

You have no idea what posting a position on the corporate website means to the hiring process.

How Do They Select Candidates to Screen

The position is posted and candidates start to apply. The resumes start flowing into the applicant tracking system.

The next step is for someone or something to start selecting resumes that seem the most qualified.

What you do not know is:

  • The keywords they enter into the ATS to screen candidates. You would think that if you used a tool like JobScan.co your resume would be keyword optimized. Well… you have no idea whether keywords were ever entered into the ATS or the person working the keyboard knew what they were doing. You can refer to this as a GIGO (Garbage In Garbage Out) system.
  • Whether the junior recruiter who is doing the screening knows enough about the position to be able to identify a viable candidate.

Most of us will make the assumption that the hiring process is well defined and there are capable people to do the screening.

If you really believe that is true most of the time, you will be very disappointed.

Who Does the Phone Screens

I have heard a thousand times from candidates that they get a phone call from someone to do the initial phone screen. They go through a laundry list of questions where many cannot be answered without the interviewer having detailed knowledge of the position. This is often a third party recruiter (a recruiter that is not employed by the hiring company) that is often very junior and has to make hundreds of these calls a day.

What you do not know is:

  • Whether the recruiter actually knows anything or is just following a script.
  • Whether the recruiter has made 50 calls so far, been yelled at multiple times and does not give a crap anymore.
  • Whether the recruiter is sleepy because they are 10-12 time zones away and it is in the middle of the night where they live.

You have no idea who is on the other side of the phone and whether they are capable of properly accessing whether you are a good candidate.

Hiring Managers Hire Candidates

Another way to say this is “people hire people.” Gary O’Neal talks about in the podcast episode, Gary O’Neal on Looking for a Job in the 2nd Half of Life [Podcast] that you need to do the following:

  • Be clear on the problems you solve for your employer. It is not what you want but what you can do for the employer.
  • Target companies that have those problems. Gary will tell you to target 100 companies, I am a little more reasonable and say 25. I refer to this a targeted job search and you can find more in the Targeted Job Search Series.
  • Start an email campaign to three types of individuals: hiring managers, potential peers, and recruiters
  • Be prepared for a lot of quiet from the email campaign but those that do respond will be willing to engage with you.
  • Ask a lot of questions and make it about them when engaging with anyone and everyone who responds.

We have all been frustrated with the current hiring process. There are companies that know how to hire good candidates but I claim most are not very good at it. Heck, at my last corporate gig, I made a couple of pretty good hires. Does that mean I knew what I was doing? NO!

I was clueless.

Do not assume that hiring companies have well defined hiring processes. For those of us in the 2nd half of life, who have a ton of experience, we need to bypass the traditional hiring process and go straight to the hiring manager.

Are you ready to admit you know very little about the hiring process at target companies?

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post 5 Things You Will Never Know About the Hiring Process appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
BoomerJobTips Update

Welcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

This week’s popular post is Job Search Ageism: What You Need to Know – Career Pivot. This is a great post about the ‘perception’ that if you’re older, you are unable to do the job. This article lists ways in which you can combat that perception.

The 2nd Annual Career Pivot Readers Survey is now open. Please take a moment and respond to the survey.

 Most Popular Podcast
  • Being Passed Over, Not Getting Callbacks, and Two Weeks’ Notice [Podcast] – Career Pivot http://bit.ly/2nqZYmF
  • Special Episode: Marc Miller and CareerPivot Anniversary [Podcast] – Career Pivot http://bit.ly/2l4sGr7
  • Late in Life Graduate Degree Questions [Podcast] – Career Pivot http://bit.ly/2qoYv3y
  • From High-Tech Training to High School Teacher, and Why I Left. [Podcast] – Career Pivot http://bit.ly/2vg9w99
2nd Half of Life Social Media Career Job Search

Another way to look at the same links AND MORE from BoomerJobTips.

Join us on the BoomerJobTips LinkedIn Group

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post BoomerJobTips Update – Job Search Ageism: What You Need to Know appeared first on Career Pivot.

Read Full Article
Visit website
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 
Do You Have a Plan B for Your Career?

You have probably been told that you should have a Plan B. What if something does not work out?

How about having a Plan B for your career?

I entered the job market in the 1970s when I expected to work for one employer for most of my career. Well, that lasted 22 years and I have had six in the last 18 years. Most of those transitions were planned, which means I planned very well, or that I was lucky!

Every move I made was my choice. I was only laid off once and I volunteered for that one.

Did I always have a Plan B? I had several career failures but I recovered from all of them. It was always better to have a Plan B.

What should you be prepared for?

Cyclical Professions

In my most recent past, I have been involved in the two very cyclical professions:

  • Recruiting
  • Learning and Development (Training)

Recruiters are the first hired when the economy picks up AND the first to be let go when the economy slows down. It is great to be a recruiter right now. Wait until the next recession hits and suddenly recruiters are no longer in demand.

Learning and development professionals know that their mission can easily be eliminated. In fact, as traditional stand-up training has faded into oblivion driven by online training, if your job is eliminated it may never come back.

Ask any recruiter or trainer whether they have a Plan B for their career.

Mergers and Acquisitions

I have worked for two successful tech startups that were acquired. Both eventually started to lay off staff. This can be due to eliminating redundant positions, or because expectations of growth after an acquisition are not attained.

Rarely has there been a merger or acquisition where layoffs do not eventually follow! It may take a couple of years but…

This can now include taking a company private or being bought by private equity. Once a company is taken private is much easier to lay off staff and keep it quiet. The rate of companies being taken private via private equity firms is accelerating.

If you work for a company where an acquisition or merger is possible, you better have a Plan B for your career!

Patents

I currently have multiple clients in the pharmaceutical industry. Many companies have patents on pharmaceuticals that are going to expire in the next few years. Several of these companies have announced multi-year staff reduction plans.

Patent protection is key to profitability in many industries, but when the patents expire it is like going over a cliff. Profits dry up overnight! When this starts to happen you will see lots of mergers and acquisitions. Check out this list of merger and acquisitions in the pharmaceutical industry. It is a pretty big list.

If you work in the pharmaceutical industry or any other industry dependent on patent protection, you should always have a Plan B.

Creative Destruction

Creative destruction has been around for a very long time. Check out my post, Surviving Creative Destruction in the 2nd Half of Life if you are unfamiliar with this concept.

There are two easy-to-spot targets of creative destruction:

  • Retail is being devastated by online commerce driven primarily by Amazon.com.
  • Mobile computing, started by the introduction of the iPhone in 2007, has had a devastating effect on many industries.

I previously wrote about this in the post Has Your Job Been SMACed? If not Yet, It Will!

If you think your job is immune to creative destruction, then you must be smoking something and yes, you are inhaling. You really need to be developing a Plan B.

Economic Bubbles

We all know what happened in the last two recessions. Having worked in the semiconductor and telecommunications industry during the dot-com bubble, I knew the end was coming and acted accordingly. Similarly, I was working in the non-profit industry raising money from the financial industry at the beginning of the great recession. In hindsight, I saw the collapse coming but did nothing about it. A safe place appeared in late 2007 as luck would have it.

If things seem just too good to be true, you need a Plan B!

Unforeseen Situations

Sometimes stuff just happens. My last employer put me in a highly unethical position, which I wrote about in a recent post When Your Ethical Boundaries are Crossed [Updated].  My Plan B was already in place, but I was not prepared to act quickly enough.

What will you do if your employer places you in an untenable position? Do you have a Plan B?

You will always be prepared to move to your next position if you follow the steps of the Targeted Job Search,

You never know when you will need a Plan B for your career.

Marc Miller  

Be sure to check out the Career Pivot Client Testimonials Page

Like what you just read? Share it with your friends using the buttons above.

Like What You Read? Join Career Pivot

Check out the Repurpose Your Career Podcast

When you subscribe to this blog you get full access to Career Pivot’s Whitepaper Library

Do You Need Help With ...
 Job Search  Career Pivot/Change Career Success Careers in the 2nd Half of Life
Social Media Multi-Generational Workplace Networking Entrepreneurship

The post Do You Have a Plan B for Your Career [Updated] appeared first on Career Pivot.

Read Full Article
Visit website

Read for later

Articles marked as Favorite are saved for later viewing.
close
  • Show original
  • .
  • Share
  • .
  • Favorite
  • .
  • Email
  • .
  • Add Tags 

Separate tags by commas
To access this feature, please upgrade your account.
Start your free year
Free Preview