Over-50

COVID-19: Blindsided by Forced Retirement

There is a confluences of forces.

One is that the aging, always targeted for the ax, are finding themselves shown the door more often during COVID-19. That's just the way it is. The route could be accepting a package, being on the list for a reduction in force, harassed into resigning, or a stealth layoff, that is being terminated for supposedly performance reasons. 

The other is the fear of returning to a communal work situation in which the risk of COVID-19 is high. 

The result, observes Alicia Munnell in MarketWatch, has been a significant increase in early retirements, that is, leaving a career or long-term work situation sooner than intended.

According to the findings on the Current Population Survey, in April 2020 - only one month into COVID-19 - there had been a 7% uptick in the number of those who had been employed and suddenly fell into the retirement category. For those between 55 and 64, the percentage was less but still significant enough to get on the radar.

Overall, the feeling about this development is: blindsided.

Because of the shock, there could be a rush into pessimism.

At the top of the list is assuming that the only way to continue to make ends meet is to apply for Social Security early. Usually, that's at age 62. Long term, that means a reduction in the monthly benefit.

The reality is that being knocked out of the career box doesn't mean the end of the ability to earn income from work per se. There is always work. Here, free to download, is my bible on that Download Outwitting ageism.

That stopgap can be the bridge to a new career path. For example, an in-house lawyer, who had been a communications client, had been forced into early retirement. He spotted an ad about being a residential leasing manager. Eventually he became licensed as a real estate agent. He made the contacts to sell at the high end. 

Another bit of pessimism is the mindset that relocation to where the cost of living is lower comes with shame. Those who thrive, despite the reversal of fortune, frame that as the unique opportunity to start over again. Also, many, to their surprise, discover it is a relief to leave their former life, embedded with careerism, behind.

There is also the predictable syndrome of regret - that is, replaying the past. It consists of the If-Onlys. When I lectured at the New York State Bar Association to displaced lawyers over-50, most were replaying their earlier decisions. The pattern was the magical thinking that if they hadn't done X, Y, that is, their termination, wouldn't have happened. Sure, it's important to learn from what could have been ineffective behavior.

However, nothing will change the past. What has helped some of my coaching clients in shaking off that preoccupation with the past is studying forms of Buddhism. Several schools recommend not perceiving the past - or any entity - as good or bad. It just is.

There are plenty of resources out there to navigate this new kind of rite of passage: early retirement.

Since the 1970s, for instance, "What Color Is Your Parachute?" has been a game-changer for those who need to market themselves to land work. Its tenet is that the person who is hired or gets the account is not necessarily the most qualified. Most often the winners are those who are best at presenting themselves in the labor market.

The search for income from work is a game. That game keeps mutating. Currently, my clients who are hired use the direct approach. In all their marketing materials, ranging from the cover letter/resume to the interview, they state and back up with data what they can accomplish for that employer or prospect for their business. Essentially, the pitch is: Here is what I can do for you.

Coaching, lecturing, and writing/ghostwriting thought leadership content on human resources and careers.  

For individual coaching – sliding scale fees. Complimentary initial consultation. The special area of expertise is the displaced over-50 professional. Please contact Jane Genova janegenova374@gmail.com.

 

The Economy Reopens - So?

The risky move is afoot to reopen the economy. Since there are so many uncertainties about COVID-19, no one knows if that decision will result in a surge of infections and deaths. 

But, there is enormous pressure on leaders to get people back to work. That, though, is a lot of magical thinking. Many of the jobs they left no longer exist or will be fewer in number.

Take all the workers in the loop of servicing movie theatres. Shelter-in-place broke the habit of going out to the movies. AMC Entertainment which owns those movie centers is reported to be considering filing Chapter 11 bankruptcy. 

With the majority of middle class people in a financial hole because of even temporary unemployment, the hospitality industry could take years to bounce back. Along the way, the functions could be automated. Hello, meet your server the robot.

Academia could become a shadow of what it had been pre-COVID-19. Those genteel jobs may never come back.

In short, the future of work will leave many of the current unemployed out forever. And, those who managed to hold onto their jobs might not be doing so for much longer. Revenue-challenged businesses will be rushing to implement technological strategies for extreme cost-control. Manpower accounts for about 70% of the cost of doing business. 

Meanwhile, for the Class of 2020 it may be years before they land the first "real" job. If ever ...

Probably not since the Industrial Revolution has there been such a disruption in the nature of work - what kinds are available, how it gets done, where, on what deadlines, and how much it will be paid. 

Those derailed by unemployment and the threat of obsolescence should know they are not alone. And it's not their fault. 

One solution is Universal Basic Income (UBI). That involves giving people monthly stipends not to work. They can spend the money as they want. But first, of course, they have shake off the capitalist value that work is one's core identity.

Another solution is to go about a career, including a job search, in a new way. That requires a psychic shift, reimagined personas, and more youthful behaviors. 

Intuitive psychic readings and coaching for your career and job search. Transition a special area of expertise. Complimentary 5-minute reading. Sliding scale billing. 12 years experience. Please contact janegenova374@gmail.com for appointment.

The Austerity Train Probably Cometh for Thee: Lawyers, Academics, and Many Other Professionals

"We are only at the beginning of this retrenchment." - David Lat, Managing Director at Lateral Link NYC Office, on Abovethelaw, April 17, 2020.

The Austerity Train has roared through the legal sector. Legal media, as well as the business outlets like Bloomberg, had covered multiple rounds of cost-cutting.

Actually, the story, just like CNN"s pounding of the Trumpettes, has become old. On LinkedIn, brandname lawyer Norm Pattis pounds how much CNN's Trumpette preoccupation has tarnished its credibility. 

But, Lat reminds us that the massive measures taken for cost-control, directed at manpower, have really just kicked off. Those at law firms which have already taken "prudent steps" to protect their bottom line will probably have to take myriad more of them. Those which have held back likely can't hold on much longer. COVID-19 could be the biggest challenge for business - ever. 

It's unlikely the Austerity Train will stop at practices in litigation in general as well as in bankruptcy, restructuring, and workouts. Also strong and getting stronger are employment practices. Lawyers expect a wave of worker class actions related to COVID-19. 

In demand also are partners with a book of business. Times of turbulence are times of extreme opportunity. A law firm which poaches one of those partners can significantly increase market share. In the process, it can reimagine its branding. 

Increasingly vulnerable, perhaps even more than in 2008 - 2009, are associates and staff. In his article, Lat discusses Lateral Link's Bridge Program for the temporary job placement of lawyers. It's smart to look into that before it's needed.

But even smarter is to research how the experience and skills of associates and staff can be leveraged into earning a good living beyond the legal sector.

At the New York State Bar Association I have lectured on how lawyers over-50 can navigate a career shift. Since 2008, I have coached displaced associates and paralegals about retrofitting their credentials for career paths ranging from compliance to property management.

The common problem is the preoccupation with sunk costs. Universally they yes, but with  "I went to law school." What they didn't get  back in 2008 -2009 and they don't get now is this: They are not the first generation whose academic education didn't guarantee employment security.

Back in the 1970s, demand collapsed for humanities college professors. We in doctoral programs became The Lost Generation of Scholars.

Those who were determined to protect the sunk costs wound up as low-paid gypsy scholars or worse. After several years of nutty low-paid jobs I taught myself how to become a professional business ghostwriter/speechwriter.

A big part of that was developing a non-academic persona. Incidentally, the more general academic market is back on the brink of collapse. 

The world outside the legal sector doesn't welcome those who present themselves as lawyers. Actually it's a liability.

Free to download is my book on how to exit a comfort zone. More than a million professionals have read it. Some have broken open. 

Intuitive psychic readings and coaching for your career and job search. Transition a special area of expertise. Complimentary 5-minute reading. Sliding scale billing. 12 years experience. Please contact janegenova374@gmail.com for appointment.

COVID-19 Economic Fallout - Older Employees Vulnerable

That was expected: A corporation buffeted by the current economic uncertainty makes the decision to conduct a reduction in force (RIF).

The company laying off is Cisco. The Wall Street Journal provides more details.

A major variable in the uncertainty is, of course, the coronavirus. Until that Black Swan is understood and contained, global business will continue to lose its footing. Goldman Sachs predicts that in the U.S., corporations could experience zero growth.

Therefore, RIFs, as in 2008, probably will be the norm. Especially vulnerable are older workers. As recent research found, more than 50% will be forced out of their jobs. Their high compensation makes them targets in the campaign for cost-efficiency. In addition, they are perceived, as not being at-home with technology.

The good news on that is more businesses offer outplacement. There, displaced employees receive comprehensive services, ranging from data about the labor market to resume/cover letter assistance. That is programmed for the former workers to have a "soft landing." The traditional definition of a "soft landing" means another employment situation with comparable compensation.

Actually, now that outplacement exists, professionals have a platform for reimagining their career path. And, they don't have to pay out of their own pockets for what it takes to make that fresh start.

There's only one must: Those who have been laid off have to be open to what could be. As the old saying goes, one door has to close before a new one opens. Here, free to download, is my book on exiting comfort zones. 

The typical example of being stuck in an unmarketable job history is the 60+ lawyer from publishing. Her age was against her. Publishing is a downsizing field. Her business experience over the years equipped her for management positions in fields such as residential real estate.

She would have none of it. She was determined to be a lawyer per se. After the company-funded outplacement ended she remained jobless and decided to apply for Social Security early. 

Full Disclosure: After being laid off from middle management in a major food corporations I leveraged the resources of outplacement to launch my own communications boutique. That transition was traumatic. But it panned out. I remain a business owner, not an employee.

Coaching, lecturing, and writing/ghostwriting thought leadership content on human resources and careers.

For individual coaching – sliding scale fees. Complimentary initial consultation. The special area of expertise is the displaced over-50 professional. Please contact Jane Genova janegenova374@gmail.com.

The Hustle for Work - What about Those "Auditions?"

Sure, the numbers have it that the job market in the U.S. is strong. 

However, what the statistics don't disclose is the lack of those really good jobs. 

There are fewer of them. And, as "What Color Is Your Parachute?" hammers, their shelf life is shorter.

The new normal is to be continually searching for work. Settle in? That train had left the station and is not circling back. On Amazon, used copies of "What Color" start at six bucks. There are also multiple copies, free to check out, in the public library.

Along the way to where we are now in the labor market, there has developed the phenomenon of the job "audition."

Essentially that is a mandate in the recruitment process that you do unpaid work. Yes, there are versions of that which do pay but the compensation for the "test" is frequently peanuts.

Regarding that requirement, older professionals (and some members of iGen) ask me: Should we invest the time in an "audition." Essentially what's being positioned and packaged as an "audition" is doing a freebie.

Employers contend that they need to have concrete evidence that you can actually do the job. 

But because the assignments bring no compensation, job and assignment applicants wonder: Should I do this?

After all, it could be that 200 folks are applying for the job. About 20 or more could be selected to audition. The odds of having your "entry" chosen aren't exactly excellent.

In addition, employers could be setting up a scam to hunt for ideas and not pay for them.

The New York Post published a feature on the growing use and misuse of auditions. 

Well, like so much in life and in how to earn a buck, there are no absolute answers. Here are 4 commonsense tips:

When Up Against It. If you perceive yourself as some degree of "desperate," then it's smart to do what it takes to earn income. At the time.

The "they" want you to take a a one-hour editing test. Sure, go along.

However, the "they" may want a comprehensive proposal on how to boost the reponses to the Call To Action and, if you get the assignment, it only pays $15 an hour. For your mental health, pass on that. No, you don't want to work with those players. The odds are they will operate a Dickensian type of employment situation.

Instead, grab a survival something, anything. There are plenty of them. One 56-year man I coached had only a two-month financial reserve, then it would be homelessness. He created several kinds of resumes and cover letters.

Quickly, he landed a security-guard contract job which provided company-paid training and uniforms. The compensation was above-average in the field.

When his confidence came back, he began to navigate back to his original career path.

Here, free to click open, is my book on getting, holding, and moving on to better work, no matter your age Download Outwitting ageism.

And, here, also free to download, is how to exit a hardened comfort zone. 

Your mindset should be twofold:

• There are always survival jobs. Most don't require auditions. 
• Nothing gets you work like already having work. If you are clever you can position and package that work experience on your resume as a useful fit on your career path. No, a survival job doesn't have to blow up the overall professional journey. 

When the opportunity is one of those plums. There are good jobs and good contract assignments. Those differ from the bottom-fishing for the $11-an-hour ones. Auditioning can be framed as a sensible investment.

A Millennial speechwriter was interviewing for a well-paid corporate full-time position with benefits. At the outset, the hiring team informed him that part of the application process required researching and writing a seven-minute speech on leadership.

It made sense to him to do that. No, he wasn't selected for the job. But he experienced no sour grapes. To today he assesses auditioning as a must-do for some kinds of quantum leaps on the career path.

When the employer doesn't seem legit. Applicants for work, beware. There are all sorts of scams embedded in the job market.

You have to use your intuition. Ask yourself: Does this particular business or supposed non-profit feel not-quite-right? Maybe the interviewer talks too fast. Maybe there's excessive gush about where the job can lead. 

Confirm your intuition by checking Glassdoor, Google ratings, and profiles of the leadership. Contact your government officials, such as the office of your U.S. Senator, about other methods of investigation. 

Ask around. 

If you are left with too many questions, don't move along to the audition.

The usual kiss-off is the highly professional phase "Thank you." No, don't shift to rage and blast the group. Before posting anything about the group on social media or social networks, bone up on the legalities of defamation and libel. Nolo is a free excellent legal source. 

You aren't sure. Nothing is black and white. Not in the kind of opportunity there is. Not in your evaluation of if the audition is worth doing. You have choices. That's the good and bad news.

No matter what your generation or what the economy is doing, forever there has been work available.

During The Great Depression, members of my immigrant family in downtown Jersey City, New Jersey, did cherry-pick how they would earn income. Even though they were at the bottom of the food chain, they trusted their hustle enough to exit the unthinkable.

One uncle wound up a boss on the Hudson River docks.

One aunt opened a grocery specializing in ingredients for Italian cooking. She and her husband did a FIRE (financial independence, retire early) before that concept went mainstream. 

Not all my family's money-making moves panned out. What was significant is that they didn't wallow in regret. No, they didn't get a bad taste in their mouths about how to earn a buck. They just kept moving along the employment continuum. 

There is nothing naive or downright dumb about going for this or that. The "they" want an example of your coding. You decide to do that. You don't get the assignment. So? 

On that one, you will be more astute next time in connecting the dots on what kind of risks you will take to better your earning situation.

Takeaway: You are in charge of your search for work. The "they" can huff and puff but they can't blow your self-esteem, hope, and future success away.

Coaching, lecturing, and writing/ghostwriting thought leadership content on human resources and careers.  

For individual coaching – sliding scale fees. Complimentary initial consultation. The special area of expertise is the displaced over-50 professional. Please contact Jane Genova janegenova374@gmail.com.

 

Radical Frugality: Hang Out at the Toledo County Public Library

Founding father Ben Franklin had been the primary mover in establishing a way ordinary people had access to books.

That was the public library.

Since that time - the 1730s - the public library has become a lot more than books. Essentially, it's a Third Place, where human beings like to hang out, in addition to their homes, work, and school.

Currently, there are more internet stations, CDs, and DVDs than books. Outreach includes training in everything from how to search for a job to operate Microsoft Office. Groups book the community room for activities such as presenting the secular-humanists point of view.

Obviously, all this requires money. If the funding is less than needed, then the local library system can deteriorate. The brand becomes a joke. People use it less. The media can pile on.

That's why smart public relations is a must-do to keep the flow of funding going. Funding sources usually include:

Federal, state, and local grants

County/city allocations

Levies and referendums

Property taxes

Donations.

One of the best examples of a public library which knows how to tell its story is the Toledo, Ohio Lucas County Public Library. 

Glance at the check-out receipt. At the bottom is, in bold type, the statement:

"You just saved approximately ____ by using your Toledo Lucas County Public Library today."

For me, on 12/28/19, the amount was $140. I had checked out:

Against Empathy

Utopia Is Creepy

What I Wish I Knew When I was 20

Sober curious

Fat, Forty, and Fired

You Are Awesome

Given that I relocated to Toledo at the end of August 2019 and had checked out an average of six books weekly that means that, as the Toledo County Public Library documents, I have saved about $2,240.

Those savings can be channeled into buying more from local merchants. You bet, the public library helps drive Toledo's economy. 

Not long ago I treated myself to one of those specialized bikes from Wersell's Bike Shop, located on W. Central Avenue. The perk from shopping local versus online from a major ecommerce retailer is personal service.

When the bike was making funny noises, Wersell owner Jill had her team repair it w/o charge. An institution in Toledo since 1945, Wersell creates the infrastructure for a biking culture. That enhances the city's green ethos. In turn, that adds to its national profile. 

Another brilliant promotional tactic is the library's seasonal "Program Guide." In print (how cool), the 69-page brochure lists, by branches, all the activities for that time frame. The January - April 2020 one, on pages 17 through 19, has for the Kent branch these categories:

Young Children (0 -5)

Kids (5 -10)

Teens (13 - 18)

Youth

Adults (18+)

All Ages

For adults, free digital courses range from an introduction to Canva to Google Sheets.

A third way Lucas County Library puts itself out there is through its ability to nurture old-fashioned word-of-mouth.

When I mentioned that I would go to Barnes & Noble to try to find a map of Toledo, a neighbor told me that the LaGrange branch stocks those (free) in the lobby. You got it, again I saved money.

In a lecture on architecture, several attendees noted the contours of the West Toledo branch. Go look at it, they told me. 

And, when I needed a book for an upcoming assignment, the local client told me to forget Kindle. The Lucas County library system acts fast on getting to us books not at that particular branch, even new ones. More money saved.

When The Recession finally hits, public libraries throughout America will find their funding in play.

Before that, they can be proactive.

They can analyze how Toledo positions and packages itself as the go-to community resource. They can import aspects of that model.

Public opinion probably has become more powerful than government, leaders, and even wealth.

Smart global ghostwriting, with niche social networking know-know. Emergencies welcome. Complimentary consultation (pressure-free) janegenova374@gmail.com.

Work Search 2020 - Don't Set Yourself Up for Told You're "Impressive"

It could be the hunt for a job, gig assignment, or clients for your business.

The response you don't want to receive has the word "impressive" in it. 

That is the kiss of death.

Yes, those doing the hiring joyfully tell you: Your background and talent are so impressive. However ...

Make it your business in your search for work in 2020 to interpret too much of that impressive messaging as a red flag that you have to review all aspects of the hunt. That extends from what kind of work you're looking for to how you present yourself in those Artificial Intelligence interview videos.

Meanwhile, employers who want to protect their brands from derision should ditch the term "impressive." That opens them to a skit on "Saturday Night Live" about the Recruiting Bots.

This is the era of authenticity. Those doing the hiring need to come up with language that resonates with the mind and heart. Not being brought aboard for an opportunity is a devastating experience. There are myriad ways to say "no." Leveraging buzzword "impressive" is such a raw put-down.

Smart global ghostwriting, with social networking know-know. Emergencies welcome. Complimentary consultation (pressure-free) janegenova374@gmail.com.

Those Over-50 & AI - Are We Being Knocked Out of Box (or, worse, not even allowed near it)?

By now, it's fairly well known that AI, that is, artificial intelligence, is inherently biased.

After all, humans create the algorithms for AI and those humans use data which contain some or maybe a lot of bias. That's just the way it is.

One example of that had been the racial bias found in healthcare algorithms. U.S. senators such as Cory Booker are looking into those. 

So, the world should be appropriately skeptical of the use of AI in recruiting. After all, so much is at stake in the hiring process, both for the individual and for the organization.

Recode published a major article on the advantages of AI in recruiting as well as the concerns of those in government, ranging from Congress and state legislatures to the EEOC, about what is called "automated decision making decisions." That article is by Rebecca Heilweil. 

Those systems have become essentially end-to-end.

At the front end, they can determine where a help-wanted ad is placed. Already that has become controversial. It had been discovered that those placed on Facebook reflected bias against women and the aging. 

Next the algorithms can be used to choose the resumes which should be reviewed first - and those simply tossed.

Often now, the next step is an AI video interview in which factors ranging from language to facial expressions are assessed. Only at the very last phase of the recruiting process might there be an in-person interview. 

Along the way there might be AI personality assessment tilted toward predicting if this kind of professional will succeed at the organization, how long with that employee stay, and is he or she capable of being promoted. 

The criteria for those decisions usually have been derived from the databases at the organization. That is, historic information is being used to make current decisions. Of course, that immediately raises a red flag since everything keeps changing. 

According to LinkedIn, 67% of those in the recruiting loop find AI helpful. For any job opening thousands of resumes might come in. AI speeds up sorting through the first cut. In itself, that saves money. 

So, yes, this is an efficiency payoff front the get-go. But, some object that the sorting mechanisms could be unfairly knocking out of the box atypical applicants. 

Most of the major concerns about AI fall into three categories:

• Bias. It was found that an AI recruiting tool developed by Amazon (but not used) favored males over females. That was primarily because it had been developed from past employment data at Amazon. That had been compiled when the majority of employees were male.  
• Lack of transparency. Frequently the applicant being interviewed has not been informed that the process is using a video system, what is being assessed, and how will it be used. No consent might have been given. 
• No guarantee of accuracy. After all, hiring is a social process. AI, as it is now constituted, might not pick up nuance. 

Already, in Congress there has been introduced the Algorithm Accountability Act. There is a call for the FTC to review what's going on in the kinds of evaluations of applicants that are being made via video platforms such as HireVue's. 

The EEOC has received two complaints about facial analysis. 

In Illinois, soon to go into effect is the Artificial Intelligence Interview Act. Before the video is clicked on, there must be explicit notification of the process, consent given, and explanation about what is being focused on, evaluated, and interpreted. 

All of this is linked to the guidance established in 1978 by the Uniform Guidelines on Employee Section Procedures.  That has been the federal government's way to help organizations not have selection factors which negatively impact minority groups.

Among those protected groups is the older worker. Clearly, one has to ask: Can't the very existence of a video interview early in the process knock the over-50 job hunter out of the box? 

Full Disclosure: Over-50, I avoid all hiring processes for contract assignments and new client accounts which involve video. 

Smart global ghostwriting, with social networking know-know. Emergencies welcome. Complimentary consultation (pressure-free) janegenova374@gmail.com.

 

Back to In the Box - Cover Letters

"Put in subject head/first line of first paragraph of cover letter 'I want to be your next social media guru.'"

Increasingly, those hunting for talent are posting that special instruction in their help-wanted ad.

That's for two reasons.

One is to test if the applicant has really read through the specifications carefully.

And, two, it is to determine if the applicant is the kind of worker who has integrated the habit of following directions.

Yes, this is the era of innovative thinking.

However, many jobs and contract assignments require an in the box mindset. For example, a 2,000-word how-to on setting up a website on wordpress should contain all the needed details. Can the applicant, the employer needs to know, operate within that kind of box?

Another in the box must for cover letters is to include recent relevant experience and evidence of that. It's not enough to simply have great ideas for attracting attention on social networks. That game keeps mutating. Don't apply if you haven't participated in campaigns during the past year or so.

A third in the box necessity is a serious tone or a highly professional personal brand. Sure, the ad might indicate the workplace is casual and the applicant should have a sense of humor. However, the organization is hiring the best person to get a task done right, fast, and on budget. They are not screening for an outsized personality.

The majority of those hiring, both in the private sector and in nonprofit, are nervous about a worldwide economic slowdown. Therefore, the mood is hyperalert and cautious. Cover letters have to mirror that. That's a key fundamental of successful selling: mirroring the culture of the buyer.

Smart global ghostwriting, with social networking know-know. Emergencies welcome. Complimentary consultation (pressure-free) janegenova374@gmail.com.

The Internet - Accidental Age Bias

"I look younger than I am."

"On my resume I lopped all work but the last seven years. Same thing on the cover letters."

"My LinkedIn Profile receives lots of visitors."

That's what those over-45 whom I coach tell me. But they are seeking career counseling sessions from me because they can't get comparable jobs after being laid off, can only land low-paid jobs, or have had no offers for even gig hustles.

They have plenty of company in their unawareness how age bias happens in 2019. And, yes, it can kick in as young as 40-something. 

That blind spot usually is associated with the internet. They have no idea how the internet has put the kibosh on their ability to remain employed in a way that they can make ends meet. The reality, of course, is that more than half those over-50 will be forced out and only one of 10 of them will be hired at jobs which are in the same compensation ballpark.

Here are the four ways the internet has become an obstacle in the search for work for older professionals:

•  Plastered all over the internet is one's age. All employers have to do is key in the name of the applicant. Up will pop various items, some of which contain the exact age. Those age items are up-to-date. 
•  Lack of participation in social networks can make the applicant seem not only part of the has-been gens. It can create the perception of being out of touch. More applications require a listing of social networks.
•  Wrong tone and content on social networks. The applicant can come across as ancient. 
•  Small number of followers, likes, shares, and comments on social networks and social media. If the position involves the ability to engage, then that kind of data can send a red flag the applicant is clueless about getting, holding, and scaling attention. 

The good news is that there are also four ways to transcend these obstacles:

• Be open. Employers are searching for not the perfect fit to the posted job description. Instead they need a hire who can get done what has to get done. Pick up what that is. Then show how you can accomplish that better than other applicants. Here, free to download, is my book on exiting comfort zones. 
•  Embrace the career truism that nothing gets you a job like a job. Here, free to click open, is my guide on how to start over in the search for work Download Outwitting ageism. One unemployed former in-house lawyer restarted his career with a loss-prevention gig in retail. Eventually he wound up in the corporate office overseeing that function. 
•  Develop tenacity. The most successful sales professionals truly believe that every "no" brings them closer to a "yes." That's because they analyze every aspect of what they did or didn't do on that sales call. Based on their findings, they do course correction on their MO.
•  Don't tell your "sad story." We are our stories. One former administrative assistant I coached kept ranting how she was terminated, probably because of age. I told her to stop that. Her new narrative was that she was excited about pursuing a career shift. Within three weeks she accepted an offer as the dispatcher for a large trucking company. 

Coaching, lecturing, and writing/ghostwriting thought leadership content on aging.

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Please contact Jane Genova janegenova374@gmail.com.