I thought that might get your attention.
There actually is some good news – the unemployment rate for workers age 45 and older is lower than that of the general population. Experience does count for something.
However….you just knew there was a flip side coming, didn’t you?…if you’re over 45 and lose your job, watch out. Once you’ve been laid off, all bets are off.
The ranks of the “long-term unemployed” – those people who have been out of work for six months or more – are disproportionally filled with people from this age group. It’ll take you longer to find work, and once you do, there’s a much greater chance you’ll have to take a pay cut. More details please visit:-ricegumnetworth.com updraftblog.com writingclipart.com litigationlawyer.in umzureviews.com tedbundyinterview.com right-to-internet.com
According to a recent New York Times article, the length of time it’s taking older workers to land new jobs is increasing – and it’s worse this recession than during the downturns of 1982 and 2001.
There are all sorts of reasons why it’s harder for the over-45 worker to find his or her next opportunity – recession or no recession. Two of them have absolutely nothing to do with age bias. You’re more expensive than a younger employee. And you’re higher up on the career ladder. The more senior the position, the shorter the supply.
Beyond that, you can start to run into bias. Assumptions. Stereotypes.
For example: older workers are less energetic. They’re set in their ways. They’ll bristle at the idea of reporting to someone who’s younger than they are. They’re going to be short-timers…they’ve got one eye on retirement. They’re not hip to the latest technology.
These points probably do accurately describe some older candidates. But just as often, they’re wildly inaccurate assumptions.
So. You know what’s happening in aggregate. This recession is kicking older workers who’ve lost their jobs in the teeth.
The good news? You can beat the statistics.
It probably will take you longer than a younger candidate to find a job, but you can compete. And you can outperform other candidates in that “older worker” pool if you know what you’re doing.
You have to understand how to market yourself and how to get past the initial gatekeeper. Not easy, but by no means is it impossible.
Here’s the thing: you have advantages over younger workers. If you know what they are and how to play to those strengths, you can turn the tables.