| If you are over 45 and suddenly find yourself made | | | | understanding and commitment to mature age hires,' |
| redundant or seeking a career change, the thought | | | | says Hatchard. |
| of having to hit the job trail and compete against | | | | Out of practice... but not out of the game |
| people years younger than yourself can be downright | | | | The mature worker's tendency to stay for longer |
| scary. It may have been years since you've had to | | | | periods of time with one employer means that many |
| update your resume or attend a job interview, and | | | | are at a loss when they suddenly find themselves |
| you may be feeling more than a little rusty. | | | | looking for work. 'Many older workers haven't had to |
| But take heart - as a mature-age job seeker you | | | | write a resume, develop their interview technique or |
| have plenty to offer, and employers are increasingly | | | | know how to effectively market themselves via |
| valuing your unique set of skills and experiences. And | | | | online technologies,' says Phil Hatchard. But luckily, it's |
| rightly so - the Australian Bureau of Statistics | | | | never too late to learn. |
| estimates that 85 per cent of new employment | | | | What you can do |
| growth will come from those aged over 45 by the | | | | 'Approach every job with enthusiasm and energy,' |
| year 2016. Now more than ever, it is imperative for | | | | says Steve Gunther of 2discover, a recruitment firm |
| both job-seekers and employers to get with the | | | | which demonstrates a strong commitment to placing |
| times and recognise the value that mature workers | | | | mature-age workers. 'The reality is that you have |
| offer. | | | | more experience, the same desire to do a good job |
| The facts about Boomers | | | | and succeed as anyone in the marketplace, young or |
| The Australian Human Rights Commission has found | | | | old. Technology may be the only thing between you |
| that mature-age employees can save costs to | | | | and someone from another generation. Bring yourself |
| employers by staying in their jobs longer - in contrast | | | | up to speed in using the Internet, computer skills, and |
| to sometimes fickle Gen Y workers (who have just | | | | resume and cover letter presentation and content.' |
| been advised by the federal Employment Minister to | | | | Know your strengths and market value |
| stop being so picky about jobs during tough times). | | | | 'Firstly, take some time to map out your key skills, |
| Workers aged over 55 are five times less likely to | | | | strengths and passions, and be clear about the value |
| change jobs compared with workers aged 20 to 24, | | | | that you bring to an organisation. In the current |
| and this directly reduces ongoing recruitment and | | | | market, experience and knowledge is vital to help |
| training costs. | | | | companies who may be struggling through tougher |
| And contrary to the perception that older workers | | | | times,' advises Hatchard. |
| are less healthy, ABS data has also found that | | | | It is important to recognise that even if you have |
| mature-age workers were the least likely group to | | | | worked in one industry for a long time, your skills are |
| take days off due to illness, thereby reducing costs | | | | transferable - and this is something you need to |
| and negative impacts on productivity. | | | | emphasise to potential employers. |
| One of the most common myths about older | | | | Stay connected with the market |
| workers is that they are less technologically savvy | | | | Do whatever you can to make contacts, network, |
| than their younger colleagues - but older people are, | | | | keep in the loop and keep updated. This could mean |
| in fact, the fastest-growing users of technology. | | | | attending networking events, using social events and |
| What older workers have to offer | | | | your kids' school events to make contacts, joining |
| Critchley enumerates the many assets that older | | | | professional bodies or attending professional |
| workers bring to the table. These include a wider | | | | development courses. Bring your business cards with |
| skills base and broader experience, greater wisdom | | | | you wherever you go. |
| and maturity, a solid work ethic, ability to speak their | | | | And don't be afraid to call on old contacts. 'Utilise the |
| mind and take action, reliability, dependability and | | | | rolodex of contacts that you've built up over the |
| loyalty to their employer. | | | | years and contact those who you feel may be able |
| Mature-age workers could also be key to businesses | | | | to help point you in the right direction. You'd be |
| in hard economic times. Mercer's Workplace 2012 | | | | surprised at how helpful some people can be if you |
| states that 'Older employees can be a very valuable | | | | just ask!' says Hatchard. |
| resource, offering much needed experience and | | | | He also suggests that you select a reputable |
| corporate memory, which may be critical to | | | | executive search or recruitment firm to provide you |
| successfully re-building a business outside of the | | | | with advice and guidance on who may be hiring in |
| economic crisis... The experience and guidance of | | | | your space, as well as keeping up on industry news |
| older workers who have been in the organisation for | | | | via online newsletters or business trade magazines to |
| some time can be invaluable in developing younger | | | | find out where the activity is, what projects are |
| staff.' | | | | underway and which companies are currently |
| Industry perceptions | | | | flourishing in the market. |
| Marketplace perceptions of mature-age workers can | | | | Stay positive |
| vary a lot depending on the market segment, says | | | | While job hunting can be disheartening at times, it's |
| Phil Hatchard of Adage, a website which caters to | | | | important to be resilient and stay positive. When you |
| mature-age job seekers and mature age-friendly | | | | walk into an interview, you have to create the right |
| employers. Small and medium enterprises (SMEs) tend | | | | impression almost instantaneously - because |
| to be extremely receptive to mature-age candidates, | | | | 'employers can spot frustration and despondency a |
| valuing their versatility and breadth and depth of | | | | mile off,' warns Hatchard. 'Presentation is vital once |
| experience, which can be invaluable to small and | | | | you have a foot in the door so stay fit and healthy |
| medium-sized businesses. | | | | and keep the energy levels up.' |
| Recruiters, on the other hand, can present more of a | | | | 'The thing to remember is self-value and self-worth. |
| challenge as their age profile tends to be more | | | | Mature-age workers have just as much (if not more) |
| youthful. Larger and higher-volume recruitment | | | | to offer an employer as younger workers. The trick |
| agencies find it hard to educate their consultants | | | | is ensuring that you present and articulate your key |
| about the value of hiring maturity. 'They tend to | | | | strengths in a manner that represents you as a |
| perceive older workers as being harder to place in | | | | person and as a professional,' stresses Gunther. |
| roles due to misconceptions that they are less | | | | So walk tall and hold your head up high, knowing that |
| productive, won't fit in with the "dynamic" culture or | | | | you have plenty to offer a future employer. It's only |
| may be too expensive. Of course this is not | | | | a matter of time before you find the right one who |
| grounded in fact. That said, smaller niche agencies are | | | | will value your experience and allow you to keep |
| usually owned and operated by more experienced | | | | growing and developing in your professional life. |
| recruiters and they have a higher level of | | | | |