I was interviewed recently for an article on whether or not we should be “dumbing down” our resumes.  The thesis was — if we’re trying for an entry level job or a job at a lower level than our last position, will we be passed over if the recruiter feels we’re over qualified?

Well, the answer to that question may be “yes,” but I can’t think of any good reason to modify our past experiences to the point of leaving out pertinent facts on your resume.  My thesis is — you’ll get found out. 

No matter how many qualified candidates apply for a position, any reputable employer will be checking references.  So if I’ve under-reported my title or job responsibilities, those facts will come to light in the reference check.

So pick one:

• Take the risk of seeming over-qualified for a job? 
• Or take the risk of being caught in a lie?

I know which one I’d pick.

P.S.  I wasn’t quoted in the article.  I don’t think I said what the reporter wanted to hear!

I was interviewed this morning about whether or not recruiters discriminate against mature candidates and — if you are a mature candidate — how to avoid being passed over because of your age.

Age discrimination is against the law, but the reality is that some recruiters will sort a resume to the bottom of the stack if the candidate appears to be of a certain generation.  That makes absolutely no sense to me because mature workers are good workers — work experience, life experience, integrity, loyalty… you’ve seen my list before.

But to be on the safe side, there are some things you can do to avoid being sorted out because of your age:

• Consider your resume your best sales tool — work hard to make it relevant and customized for the specific job opening.
• Don’t go back to your very first job 30 years ago — focus on the relevant skills and accomplishments of the last ten years or so.
• If possible, don’t list the year you graduated from high school, technical college or university.  Be sure you list your educational accomplishments, but avoid calling attention to the fact that you graduated during the Nixon administration!
• Use technology, where appropriate.  Virtually every job has a technology element to it — so show off your technical knowledge.  Develop a profile in LinkedIn or other social networking site.  If you’ve got a website of your own, provide a link so your potential employer can see your technical skills showcased.
• Don’t take “you’re over qualified” as an answer.  Assure your potential employer that you’re serious about this application and you’ll do everything you can to help the company succeed.
• Finally, even though I’m advising that you avoid calling attention to your age, be very proud of your age and experience.  Know that you bring a lot of great things to work!

Good luck in your job search.  Employers are looking for qualified employees who can add value and help them succeed.  And you could be the perfect match — no matter how old you are!

I was recently interviewed by the The Christian Science Monitor for a helpful article called Resume Advice for the Over-50 Crowd.  I can’t add anything to the article because it is comprehensive and quite good. 

So if you fit into the ‘over-50′ category and are looking for a job, take a look.  You might learn something.

I heard somewhere that 16 million Americans have elder care issues and my hunch is that the vast majority of them are baby boomers like me.  Our ability to care for aging parents while doing all of the other things our busy lives require is just one more compelling reason why workplace flexibility is more important than ever before.

What kinds of workplace flexibility would make your life easier?

One of the age bias issues identified by RetirementJobs.com is a reluctance on the part of employers to invest in training and development opportunities for the mature worker.  The concern is that the we won’t be working long enough to give the company a return on its investment.

But according to Staffing Industry Analysts, today’s average worker will hold nine jobs between the ages of 18 and 34.  Do the math.  That’s fewer than two years on each job.

So don’t stop investing in the young because — obviously — they are the future.  But don’t skip the mature worker either.  One of our most prominent work ethic characteristics is loyalty:  offer me a job, make it interesting and rewarding, be flexible and invest in my future – I’ll stick around for a looooong time.

You’ll get your ROI!

See yesterday’s cryptic post Problem OR Solution.

The population is aging while more and more of us are eligible for retirement.  Some estimate that 43% of the civilian population will be eligible to retire within ten years or so.  If that happens, companies may be in trouble as they watch knowledge and productivity walk out the door.  So is the aging workforce a problem for businesses?  Yes.

Depending on how you read life expectancy charts, most of us can confidently expect to live at least 20 years after traditional retirement age.  That means there are millions of us out there with good work ethic, relevant skills, valuable workplace knowledge — along with a strong desire to work.  So can the aging workforce be a solution?  Yes.

What do you think?

Yes!

I’ve been talking a lot about the aging workforce.  First of all, I’m one of them.  And even though I don’t have a crystal ball I can calculate the impact retirements are going to have on the ongoing success of businesses — now and in the future.

Read some terrific examples of aging workforce flexibility and creativity (and some quotes from me) in an article that appeared in today’s Wall St. Journal.

Many say that the reason a labor shortage is on the horizon is because of the aging population.  No one can deny that we’re all aging.  And as baby boomers reach traditional retirement age, many may make the decision to leave the workforce.  But according to AARP, nearly 70% of workers currently 45 to 74 plan to work in some capacity after retirement.

So employers take note:  Invest in this demographic!

What does that mean?

• Flexible work options
• Career opportunities
• Low- or no-stress work environment
• Training and development
• Fair, consistent age-neutral salary criteria

We’ll talk more about these in future posts.

Workers of a certain age have been called many things and none insult me.  I’m proud of my age and have no plans to hide it.  But are we:

• Mature workers?
• Aging workers?
• Experienced workers?
• Older workers?
• 50+ workers?
• Senior workers?

Did I miss anything?  What do you think we should be called?