Let’s be honest–which, we admit, may be slightly ironic for an article about lying–and confess we’ve all been tempted to lie in an interview. But most of us also know telling whoppers will get us nowhere fast, and so we give it to a recruiter straight–for better or worse. Unfortunately for recruiters and hiring managers, however, not all job candidates are so scrupulous.
So how can they spot a liar? And what should they do once they do? Sharlyn Lauby, president of ITM Group Inc. and founder of HR Bartender, has some expert advice for exactly how to navigate this tricky situation.
First, “If a candidate is truly lying, it’s important for the company to realize it prior to the person being hired,” Lauby says. “If the candidate lies about their knowledge, skills, or abilities, they could be placing the company and themselves at real risk.”
To spot a liar in an interview, Lauby suggests paying attention to three key factors:
1. CONSISTENCY
Over the course of the interview process, consider asking the candidate the same question multiple times to see if you get the same answer each time. “For example, ask, ‘Are you able to work nights, weekends, and holidays?’” Lauby says. “If a candidate says ‘Yes!’ during the first interview but hesitates during another one, it’s a red flag that the company should try to get an honest answer.”
2. WATCH OUT FOR TOO-GOOD-TO-BE-TRUE STORIES
You know the saying: If it sounds too good to be true, it probably is. “This isn’t to say that incredible candidates don’t have great stories to tell,” Lauby says. “But if a story sounds too good to be true, a hiring manager can ask some follow-up questions to make sure the candidate can explain the story in detail. For example, if a sales manager exceeded their sales goal by 500%, he should be able to provide specifics. In fact, he should want to.”
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According to Lauby, “Short answers and fidgety body language might be an indicator that a candidate is uncomfortable responding to certain questions, such as, ‘Why did you leave your last employer?’” But that’s not always the case–so be careful when studying a candidate’s body language and tone.
“[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Nervousness] can also be a sign the interviewer isn’t doing a good job of making the candidate feel welcome,” Lauby warns. “Hiring managers need to learn how to make candidates feel at ease, so they are open [and honest] with their responses.”
If you feel you’ve got a liar in your midst–or your office, as the case may be–your first step is to ask clarifying questions and for specifics to see if the candidate is able to back up any inconsistent or wildly positive past experiences, Lauby says. “For the body language situation, offer to give the candidate a tour,” she suggests, “and then resume the interview. See if that helps [the candidate to relax and open up]. Or have the candidate speak with another manager and see if he or she gets the same vibe.”
The important thing to keep in mind, Lauby says, is “the hiring manager [should be] absolutely, positively, totally, completely sure that the candidate was lying” before discounting or dismissing a job candidate. “I understand being suspect about a response,” she says, “which is why hiring managers should ask probing questions to get additional information. And don’t forget that all of these questions need to be legal.”
FastCompany.com | March 5, 2018 | BY JILLIAN KRAMER—GLASSDOOR 2 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2017/03/interviewer.jpg683911First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-05 21:29:342020-09-30 20:48:36#Leadership : 3 Signs That Show A #JobCandidate Might Be Lying…Look Out for these Patterns During the #InterviewProcess to Test a Candidate’s Honesty.
Usually, you can tell when you’ve absolutely bombed an interview. If, during the course of your conversation, you reveal that you’re totally unqualified, let slip a particularly unprofessional anecdote, or manage to offend the recruiter or hiring manager, it’s typically not a surprise when you don’t get a callback.
But plenty of times, you’ll leave an interview feeling great only to hear that they won’t be moving forward with you, or worse: You won’t hear anything at all. In situations like those, you might wonder: What did I do wrong?
It just might be the case that the actual words you’re using in your interview might be rubbing employers the wrong way. Take a look at the following words and phrases that drive recruiters crazy, and make sure to eliminate them from your vocab!
1. “I REALLY WANT THIS JOB”
It’s a fact that recruiters want to see passion and enthusiasm from their candidates–but there’s a right way and a wrong way to show it. You might intend for this phrase to demonstrate your eagerness, but in reality, it “comes off as slightly desperate, and desperation doesn’t look good in any context,” says Zachary Painter, career adviser and hiring manager at ResumeGenius.com. “You want to appear confident and competent–not as a hopeless applicant seeking a means to an end.”
Instead, try saying, “I’m very excited that you requested an interview with me, and I look forward to discussing the details of the position,” Painter recommends.
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Don’t get us wrong–it’s definitely worth finding out the answer to this question, but there’s a time and a place for everything. “The mistake interviewees make is asking this question too soon,” says April Klimkiewicz, career coach and owner of bliss evolution. “This is an important question, [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][but] one you should ask once the employer has extended an offer.”
Why? “Unfortunately, this can make you look like you’re pursuing this position for all the wrong reasons,” Klimkiewicz says. “Instead, be sure to ask questions that get at how you could ultimately help the company reach their goals. ‘How do you see this position moving the organization toward the mission we’ve discussed,’ is a good alternative.”
3. “UM…”
Who among us hasn’t had a moment when their mind goes completely blank in the middle of an interview? It happens to even the most seasoned veterans, but there are better ways to handle it than just saying “Um…” followed by an awkward pause. The key is to sound thoughtful rather than empty-headed.
“Trying to fill up the silence with words like ‘um’ can make it look like you’re grasping to think of what to say. If you need more than just a few seconds, say, ‘That’s a great question. Let me take a moment to think about it.’ This way, you’ll come across as calm and collected rather than nervous,” Klimkiewicz suggests.
4. “LIKE… / I THINK… / YOU KNOW…”
Along with “um,” these are a few other filler words that have got to go. According to career coach Jena Viviano, they “make you sound unconfident and unintelligent. Not a winning combination for an interview.” Of course, you’re probably not saying these on purpose, so the first step is simply being aware of when and how often you say them.
“Practice is key here. Record yourself answering mock interview questions to see how bad your filler words are. Then work to improve upon that. Also, eradicate passive phrases like ‘I think’ and ‘you know’ with more confident and directive statements,” Viviano says. “This will boost your own confidence and make you sound more impressive to the hiring manager.”
5. “AS I ALREADY SAID…”
It might seem innocuous enough, but “whether this is referencing a previously used situation or just reiterating a skill or accomplishment, the phrase implies that the interviewer wasn’t listening. Even worse, it makes the candidate look like they don’t have relevant experience or skills, since they have to keep restating information that was already covered,” says career coach Donna Shannon.
An easy way to avoid this? Think up some more situations to draw from in advance. “Look for new situations that describe [your] expertise. A good exercise before the interview is to review the job description and write out relevant stories for each one of the responsibilities. This way, when the employer asks about a similar situation, the candidate has quality stories ready to go,” Shannon recommends.
6. HARD-WORKING, FAST-LEARNER, SELF-MOTIVATED, ETC.
You might think that words like these sound nice in your elevator pitch, but recruiters have been around the block enough times before to know that they’re all flash and no substance.
“These are cliché words that don’t really mean anything. They don’t describe what makes you special, or even whether you are a good fit for the company,” says Aurora Meneghello, career coach and founder of Repurpose Your Purpose.
“Instead of using those terms, practice telling a short and specific story that shows how you worked hard, or learned fast. Personal, relevant anecdotes will set you apart from most candidates, and could be the most memorable part of your interview,” Meneghello says.
Let’s be honest: This is probably on your mind 24/7 throughout the entire interview process. But just because you’re dying to know the answer doesn’t mean you should actually ask the question.
“If you ask this, you can bet your chances are zero–this goes beyond desperation and moves into ‘pathetic’ territory,” Painter says. Instead, Painter recommends saying something along the lines of, “The prospect of working here is really exciting, and I think I’d be a great addition to your team.”
8. FIRED, HATE, TERRIBLE, ETC.
Words like these are fine if you’re venting outside of the office to a close friend or significant other. But during the interview? Not so much.
“Avoid negative language and put-downs, whether referring to yourself, previous jobs, work environments, or the world in general. No one wants to hire a negative person!” Meneghello says. Even if you’ve had some genuinely difficult experience in the past, “show that you can keep your cool under pressure, and can be a discreet, forgiving, and generous team member.”
Have a hard time holding back when a certain subject comes up? “Avoid the topic of what didn’t work or does not work in your current situation, and talk instead about what you are looking for, using positive language,” Meneghello advises. “Hiring managers already understand that if you are looking for a new job you must not be happy at your current one–no need to belabor the point. Focus on why you want to join their team instead.”
9. “MY MANAGER AND I DIDN’T GET ALONG”
This is one negative phrase that you’ll want to avoid in particular. When hiring a new team member, hiring managers want to ensure that the folks they bring in will gel well with the current employees–and “this makes you look ungrateful, entitled, and hard to work with,” Viviano says.
Instead, try saying something like “I’ve spent the past two years at Company X and I’ve learned a lot from that experience. But I’m looking for something that has more growth potential, challenging projects, and a team that is diverse and forward-thinking,” Viviano suggests. “The key is to focus on the opportunity ahead, not the opportunity behind you. Be grateful and be ready to move on.”
10. “I’M A PERFECTIONIST”
Almost every recruiter has heard this eye roll-inducing answer to the question, “What is your greatest weakness?”
“It’s a cliché answer, and it shows that you haven’t done your homework,” Klimkiewicz says. When recruiters ask about areas of improvement, they’re really trying “to see if you’re self-aware,” Viviano says. “By answering this way you sound inauthentic, pompous, and like you actually haven’t thought through your real weaknesses. Give a real weakness. It could be procrastination, public speaking, data analysis–whatever it is, just make sure it isn’t crucial to the success of you doing your job and always explain how you are working to improve upon it,” Viviano recommends.
11. “JUST/ACTUALLY/I AM NO EXPERT BUT…”
People often lean on these words in an attempt to sound humble or hedge their opinions, but believe us: Wwords like these aren’t doing you any favors in interviews.
“Some of us have a tendency to use words that undermine our authority or convey insecurity. This can happen because of lack of self-esteem, being brought up in a culture where being confident was frowned upon, or simply out of habit,” Meneghello explains. “I invite you to get to the root cause of your language patterns, and to work on shifting them if you want long-term results.”
In the short term, you can work toward this if you “practice getting straight to the point: instead of saying ‘Actually, I was wondering if I may ask,’ ask the question without a preamble, and get used to [skipping] ‘just,’ ‘a little,’ and other words that do not move the conversation forward,” she says.
12. “I DON’T REALLY HAVE ANY QUESTIONS ABOUT THE COMPANY”
Recruiters aren’t just being polite when they ask if you have any questions for them about the company or position. “Part of the reason hiring managers ask this question is to gauge your interest in and knowledge of the company. If you care, you’ll have pertinent questions that will, hopefully, lead to a fruitful conversation,” Painter says.
There’s no limit of great questions you can ask, but a couple that Painter recommends in particular are, “Can you tell me about some of the current challenges facing your department, and what the team’s strategy is regarding those issues?” and “How do you measure success for this position?”
13. “WHEN CAN I START?”
You might have seen a cool, confident character bust this line out in a movie or TV show before, resulting in a hearty laugh from the hiring manager and an assurance that they’ve got the job. But that just goes to show you that you shouldn’t believe everything you see on the silver screen.
“Such a question usually follows an interview that seemingly went well. Fact is, it sounds arrogant, unprofessional, and presumptuous,” Painter says. As a substitute, Painter recommends going with, “Thank you very much for your time! I look forward to hearing from you soon.”
FastCompany.com | September 12, 2017 | BY EMILY MOORE—GLASSDOOR 8 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2014/03/interview-desk-2.jpg360480First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-02-07 21:39:202020-09-30 20:48:58Your #Career : These 13 Phrases Can Make Or Break Your Job Prospects…The Expressions you’re Using on #JobInterviews may Not be Saying What you Think they Are.
Looking for a job is complex. At each step you take–writing a resume, drafting a cover letter, networking, interviewing, negotiating your salary, and more–there are a million different questions you could ask.
While we can’t answer all of the questions in a single blog post (believe me, that wouldn’t be fun for you or me) we can attempt to address some of the more frequent questions that come up. After poring over Reddit, Quora, Google, and other sites, we drafted a list of some of the most commonly asked job search questions and reached out to career experts to find the answers. Here are the results.
1. I’VE SUBMITTED TONS OF APPLICATIONS, BUT I HAVEN’T HEARD BACK FROM ANYONE. WHAT AM I DOING WRONG?
When it comes to submitting job applications, it’s about quality, not quantity. If you’re not hearing back at all, you may want to think about whether you’re applying to the right jobs. There’s nothing wrong with aiming high, but if you don’t have the direct experience needed for the job you want, you may want to start thinking about applying to stepping-stone positions.
Another common culprit for getting the silent treatment? “The applicant probably hasn’t tailored their resume to the position and the key requirements posted for the position,” says John Singer, CEO of Professional Development Strategies.
“For each application, you should carefully read the job description and include and/or highlight specific skills and experiences you have that match what the company is looking for. Use the same language [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][as] the job description,” adds Aurora Meneghello, career coach and founder of Repurpose Your Purpose.
Other strategies to get your resume past the screening phase include finding somebody at the company to refer you, and making sure your resume is Applicant Tracking System, or ATS, compliant.
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2. WILL APPLYING TO A JOB IN A DIFFERENT STATE HURT MY CHANCES OF GETTING HIRED?
It’s probably not what you want to hear, but the answer is, “It depends.” If a company doesn’t have the budget to accommodate relocation costs, or there are already plenty of qualified locals, they probably won’t be as open to interviewing out-of-state candidates. However, if you have a unique or hard-to-find set of skills and the company has a track record of hiring out-of-state applicants, your location may be no deterrent at all. Just make it clear that you’re willing to move.
“The best places to do this are in the cover letter and the summary/overview statement at the top of your resume,” says Adam Goulston, certified professional resume writer. And in all of your application materials, make it clear that you’re the best person for the job, regardless of location.
3. I NEED EXPERIENCE TO GET A JOB, BUT I NEED A JOB TO GET EXPERIENCE. WHAT CAN I DO?
It may be a bit of extra work, but you can definitely gain experience without being employed full-time in a particular field.
“Consider volunteering with nonprofits . . . sometimes volunteer gigs turn into paid jobs, and they are a good way to start your resume,” says Robyn L. Coburn, author and resume coach. You can also bulk up your resume through freelance work.
“People are often willing to take a chance on a less experienced freelancer for a one-time project, especially if it costs them less than hiring a bigger firm to complete the work,” says Jessie West of West Coaching and Consulting. Then, “you can use work completed for freelance clients to show your experience on your resume.”
Finally, there’s nothing wrong with a little good old-fashioned networking.
“Ask your family and friends, or community connections . . . if they can help you find an entry-level job in their companies,” Goulston adds. “Always express willingness to start at the bottom, work hard, and learn.”
4. HOW DO I GO FROM HAVING A GOOD RESUME TO HAVING A GREAT RESUME?
One difference between the two: A good resume shows what you did at your previous jobs, while a great resume shows the impact you had.
“Make sure the resume is filled with specific accomplishments and results you’ve delivered, quantified with numbers whenever possible,” says Kelly Donovan, principal of Kelly Donovan & Associates. One tried-and-true tactic is the STAR method, in which each bullet point lists the Situation you found yourself in, Task you were assigned, Action you took and Results of your initiatives. “However, be sure that the accomplishments and results are relevant to the job you’re going for–otherwise, your reader might be unimpressed by your examples,” Donovan cautions.
This speaks to a larger theme present in great resumes: customization.
“For each application, you should carefully read the job description and include and/or highlight specific skills and experiences you have that match what the company is looking for,” Meneghello says. This is especially important if the company uses an ATS. Speaking of which, you might be wondering . . .
5. HOW CAN I MAKE SURE MY RESUME GETS PAST AN ATS?
“Every resume should be customized to the job by carefully examining the keywords in the listing, and adjusting your resume to reflect those,” Coburn says. “Always use the exact phrase they use,” because many ATSs filter out resumes that don’t contain enough relevant keywords.
It also helps to follow a few formatting guidelines so that the ATS can easily scan your resume. Try “keeping the font at 11 points or more; using one of the standard, highly readable fonts; and making sure the employment dates are justified to the right-hand margin on the page,” Coburn adds. “Bells and whistles like columns, shading, boxes, underlining, and multiple fonts only confuse the ATS.”
6. WHAT SKILLS ARE IMPRESSIVE TO HAVE ON A RESUME?
The skills recruiters are impressed by will largely vary based on the job you’re applying to. To identify the most in-demand skills in your field, look at a wide cross-section of job postings that you’re interested in and take notes on which ones appear most frequently. Recruiters may also like to see certain role-specific certifications.
There are a handful of skills, though, that are applicable to many different careers, and are worth including no matter what. A few examples: fluency in a foreign language, data analysis (especially in common platforms like Excel or Google Sheets), and project management and leadership (with concrete examples to back it up).
7. WHEN READING A RESUME, WHAT RED FLAGS DO RECRUITERS LOOK OUT FOR?
One of the easiest ways to get your application out of the running? Typos.
“There are so many people applying for the same job, a recruiter needs to be diligent,” says business writer Mary Walton. Often, “That means they’ll throw away any resume that’s not correctly proofread without even looking at the content.” So check, double check, and even triple check your resume to make sure it’s free of errors.
You’ll also want to be careful about including long gaps on your resume with no explanation.
“Some companies have stringent hiring practices that would clearly frown on gaps,” says Susan Ruhl, a managing partner at OI Partners-Innovative Career Consulting in Denver. “If there is a gap, recruiters/hiring managers tend to become a little suspicious and so they must be explained.”
Finally, many inconsistencies, exaggerations, or straight-up lies on your resume can easily be found by cross-checking with former employers, so don’t even think about it. If a recruiter can’t trust your resume, how are they supposed to trust you as an employee?
Another big no-no is coming across as too vague. If someone asks you an anecdotal question, such as, “How have you dealt with difficult colleagues?” you should give a specific example. Again, practicing your responses (yes, that means out loud) should help prepare you for this.
FastCompany.com | February 5, 2018 | BY EMILY MOORE—GLASSDOOR 6 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2017/10/Woman-Embarssed.jpg450970First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-02-05 21:26:002020-09-30 20:49:00Your #Career : These Are The Answers To Your Most Burning #JobSearch Questions…From How to Follow Up with #Recruiters to Getting through Applicant Tracking Systems, Here are some Common Questions that Arise During #JobHunts .
When interviewing for a position, watch out for the common fibs employers tend to tell when they aren’t interested.
A recruiter may tell you, “We aren’t finished interviewing yet,” when trying to stall and wait for a more perfect candidate.
If you never hear from an employer again after interviewing and following up, it could be an indication that something is wrong at the company.
By now, we should all know that it’s dangerous to lie on a resume. But you know what? In the job search conversation between employers and candidates, a bit of fibbing sometimes happens on the employer side, too.
Often, there’s no ill will intended. While there are a few bad apples in the bunch (as with the rest of humanity), most recruiters and HR folks are motivated by the desire to put the right people into the jobs they have to fill. The trouble is that overwork and overly large candidate pools can thwart good intentions—so those little white lies meant to spare a job seeker’s feelings end up not doing the candidate any favors.
We asked some recruiting experts to name the biggest lies recruiters tell, so you can spot the untruths and be ready to deal with them
1. ‘We’ll keep you in mind for future opportunities.’
Recruiters meet a lot of people. And most of them have huge candidate databases. Often when they speak this untruth, they mean it: They are keeping your resume on file. Just know that they’re doing so in a gigantic filing cabinet, and that out of sight often means out of mind.
How to handle: Don’t assume that “no” means “never.” Once you’ve started a conversation with a recruiter, don’t let the conversation end just because you’re not offered one job. Stay in touch via professional networking sites, and stay abreast of goings-on at the company so you can be aware of opportunities before they’re posted.
Just remember that there’s a fine line between “staying in touch” and “stalking.” So contact the recruiter only when you have a genuine reason to do so. And as with all professional contacts, don’t just look for favors to ask—also look for ways to be of service.
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Usually, the company has a ballpark figure in mind. If a recruiter asks for your salary requirements or expectations, he’s trying to see whether you’re in that ballpark.
How to handle: In general, it’s better to wait until a job offer is on the table before moving onto salary negotiations—but recruiters sometimes use salary requirements as a way to thin out the candidate pool.
In this case, your best defense is having done thorough research. Make sure you know what’s competitive for the position, the industry and the region, combined with what’s appropriate for someone with your background. That way, you can answer the question in terms of what your research has uncovered (not in terms of what your specific needs are), and then you can add something like, “But of course a conversation about salary makes more sense when we’re discussing a job offer.” Don’t lowball your number, but perhaps let the recruiter know that you’ll weigh nonsalary compensation (vacation days and other perks, for example) with the actual salary offer.
3. ‘You’ll hear from us either way.’
The truth is that you might never hear — or you might not hear when you expect to. The reasons vary, but a lack of communication after an interview can indicate indecisiveness on the part of the hiring team.
How to handle: Tackle this lie preemptively. Always leave a job interview knowing when you can expect to hear from the hirers. That way, you won’t torture yourself wondering whether it’s too soon to call them back. If they say they’ll get back to you by next Friday and they don’t, send a friendly email to check in. You can even use this check-in email as a chance to continue selling yourself as a candidate. If you’ve had any further thoughts about issues raised in the interview, now is a great time to touch on them again. If they need more time, give it to them—but be firm and friendly about following up.
As for a company that never follows up with you after an interview—even to say “no thank you”—that could be a sign that something is wrong at the company. Smart employers know that treating candidates as well as customers is the right way to do business.
4. ‘We aren’t finished interviewing yet.’
Sometimes this is true. Sometimes this means you’re the company’s “Plan B” candidate. But this statement makes it sound as if the company has at least settled on a solid group of contenders, and that’s not always the case. Sometimes recruiters use this line as a stalling tactic when they’re still looking for someone more perfect than anyone in their current candidate pool.
How to handle: Look at this statement as an opportunity to prove yourself. If your post-interview wait time is being extended because the hiring team is “reviewing other candidates,” ask questions like, “Do you have any specific questions or concerns about my ability to handle any aspect of the job? I’d love to address them and demonstrate that I’m the perfect candidate.”
Every interaction with a recruiter or hiring manager is an opportunity to persuade them that you’re the right person for the job. If you’re getting mixed messages, asking direct questions and staying focused will help you understand what’s really going on.
Want more insider career advice like this delivered right to your inbox? Join Monster today, and we’ll send you everything from resume-writing tips to lists of top companies hiring.
Businessinsider.com | February 5, 2018 | Charles Purdy, Monster
https://www.firstsun.com/wp-content/uploads/2017/10/interview3-1.jpg9001200First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-02-05 13:56:092020-09-30 20:49:01Your #Career : How to Spot 4 Common Lies #Employers tell Job Applicants …..When #Interviewing for a Position, Watch Out for the Common Fibs Employers Tend to Tell When they Aren’t Interested.
While resumes are often written to appeal to a hiring manager, few are ever actually viewed by a human. “Companies, more and more, are using automated screening systems to make it cheaper and faster for them, which grossly dehumanizes the process,” said Kushal Chakrabarti, CEO and cofounder of TalentWorks, an AI-driven resume optimization and job search platform.
“That means that the first filter for a lot of people isn’t actually a person looking at their resume, it’s a robot seeing whether or not you included a keyword, scoring your resume to decide if a human should even look at it.”
As a result, Chakrabarti has found numerous ways candidates can better stand out to hiring managers and automated tools.
Over the past few months TalentWorks has tracked 4,068 job seekers across 541 distinct locations and industries to determine the resume factors that had the greatest impact in landing an interview.
The study found that those who had a second college degree saw their chances of getting an interview increase by an average of 21.9%; a modest improvement compared to other, far less costly, and time-consuming resume touch-ups.
“There is fundamentally different hireability improvements associated with different majors, but within any one industry, there’s often a lot you can do that’s more effective than going back to school,” said Chakrabarti, explaining that if you want to switch careers, getting a degree in a new field can help, but getting an advanced degree within your field likely isn’t worth it.
REMOVE BUZZWORDS LIKE “TEAM PLAYER”
Counterintuitive as it may sound, those who frequently mention buzzwords associated with collaboration–such as “team player,” “supporting member,” or “participated”–are often penalized by hiring managers. In fact, candidates with more than one or two mentions of these buzzwords on their resumes are 50.8% less likely to be called in for an interview, according to TalentWorks research.
“As a hiring manager, I’m looking for reasons to disqualify you,” explains Chakrabarti. “If I see a resume that talks a lot about collaboration, I will think this person probably didn’t have much of an impact.”
While being a “team player” can signal a minimal or insignificant contribution, concrete numbers have the exact opposite effect. In fact, demonstrating results using numbers increases a candidate’s likelihood of being interviewed by 40.2%, according to the TalentWorks research.
[Image: Talentworks]
“Saying you’re a ‘leader’ doesn’t prove anything; explaining how you led your team to achieve 120% of their quota demonstrates your aptitude in leadership,” explained Amanda Augustine, a career advice expert at professional resume writing service TopResume. “Recruiters care about measurable success. If you were successful in a similar role in the past and able to deliver results, they assume you’ll perform successfully for their client or team, too.”
ADD A KEY SKILLS SECTION
While collaboration-focused buzzwords like “team player” can cause hiring managers to question the extent of your contribution, industry-specific buzzwords can serve to demonstrate a deeper understanding of a given field. In fact, adding 15 to 20 buzzwords, acronyms, and relevant key skills will increase the likelihood of being interviewed by 58.8%, according to TalnetWorks’ research.
Furthermore, since today’s gatekeepers take the form of keyword-seeking robots and potentially fatigued hiring managers, Augustine says adding a key skills section to the top of their resume can help applicants stand out to both.
“This skills section is one of the major factors in determining whether or not your application passes the initial gatekeeper and reaches a human being,” she says. “If specific skills are routinely being mentioned as requirements for the position, be sure to include them in your key skills section and incorporate them throughout your resume.”
START EVERY SENTENCE WITH DIFFERENT ACTION VERBS
Overall, the single most effective way of improving the likelihood of being interviewed for a position, according to TalentWorks’s study, is by starting every sentence with distinct action verbs. Doing so has been found to increase the likelihood of landing an interview by 139.6%–nearly seven times more than going back to school.
[Image: TalentWorks]
Chakrabarti adds that this finding demonstrates the overall theme of the research, which is that softer, flimsier claims are often punished, while strong, specific descriptions are rewarded.“If you give me soft language and weasel words, I don’t really know what do with that [as a hiring manager],” he explained. “If you can really make it concrete and make it real for me, that goes a really long way in giving me the information I need to hire you.”
FastCompany.com | January 18, 2018 | BY JARED LINDZON4 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2013/10/0805_resume-dont-graphics_650x455-300x210.jpg210300First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-01-18 21:51:212020-09-30 20:49:18Your #Career : Here’s Exactly What To Put On Your #Resume To Land An #Interview (And What to Leave Off)… Maybe Getting another #CollegeDegree or Adding an #Internship isn’t the Best Way to #LandaJob . Perhaps you just Need to Update your Resume with a Few #Stats & #KeyWords.
When you’re actively looking for a new job, you can’t afford to wing it on the organizational front. Whether you apply for five jobs or 100, you’ll soon find yourself buried in an extraordinary number of resumes, cover letters, job descriptions, and interview invitations. If you don’t keep them carefully organized, you may not identify the right opportunity–or worse, you’ll flounder when the right opportunity comes along.
If you want to stay on top of all of the applications, LinkedIn requests, and other digital paraphernalia that go along with your job search, it’s time to break up with your bad organization habits. Here are seven techniques that will help you overcome the most common job hunt organization issues so that you know the where, what, who, and how for your next interview:
1. IF YOU AREN’T GOOD AT ORGANIZING . . . FIGURE OUT WHY
Organizational skills aren’t one-size-fits-all. There are just as many ways to be disorganized as there are to be organized. Instead of haphazardly applying “organization tactics” to your job search, try to identify specific ways that you tend to be disorganized and troubleshoot those issues directly.
For example, do you tend to lose hard copies? Digital apps will be where it’s at for you. But if you forget anything that isn’t written with pen and paper, a paper calendar or sticky note wall will be a better solution. And if you aren’t sure how you like to stay organized, try something new. If you’re usually an Apple Calendar kind of person, start using a paper planner, or vice versa.
2. IF YOU HAVE A HARD TIME FOLLOWING UP . . . USE A SPREADSHEET
When your job search is in full swing, it’s way too easy to send an email and forget it. Not only can this cost you when you aren’t following up at appropriate intervals, but it can also make you feel like you’re constantly treading water without getting anywhere. Your job hunt becomes an overwhelming, never-ending headache instead of a systematic, purposeful journey.
Combat this by starting a detailed spreadsheet that tracks all the pertinent details of your job search, such as the company, job listing, and contact details. As you move through the job hunt process (and the interview process), highlight the steps you’ve “completed” so you can show yourself just how much work you’ve done along the way.
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There’s nothing wrong with manual spreadsheets that lists all of the job search details you need to know if it’s working for you. But if it’s not working for you– if you frequently forget to update the spreadsheet, and you’re never quite sure about what your next step should be–you need to take your job search into the 21st century with a free online project management tool like Trello or Wrike.
Using a project management tool as a job seeker allows you to organize all of the job search details and automate when and to whom you should send a follow-up note. You can also adjust your settings to automatically receive reminders when it’s time to update the individual jobs or check in on the progress of the hiring manager.
4. IF YOU’RE A VISUAL PERSON . . . TRY STICKY NOTES
The sticky note wall is a tried-and-true organizational method that works for writing a book, setting goals, and yes, getting a new job. First, pick a large wall you can divide into three or four columns. At the top of each column, mark out a different stage of the job process or your job search to-do list (e.g., “Draft Resume,” “Apply,” “Interview”). Then, write each job on a sticky note and set it in its appropriate column. As you work through your job hunt and make progress, move the sticky note to the next step.
Not only can it be very motivating to see your progress in such a visual way, but it is easy to get a quick snapshot of where you are in the process by simply glancing at your sticky note wall. Pro tip: You can also use the “Sticky Notes App” on your phone or computer if a digital version of the sticky notes would save you the wall space.
5. IF YOU FORGET THE DETAILS . . . KEEP THOROUGH NOTES
If you’re speaking to one or two prospective employers each week, it can be tough to remember who’s who and what you talked about. If you don’t take careful notes, you may unwittingly repeat yourself or send a thank-you note to the wrong person and reference the wrong conversation. Talk about awkward!
If that sounds like something that could happen to you, use a free tool like Microsoft OneNote or Evernote to keep track of the meetings you have. For extra memory help, pull the LinkedIn photo of the person you’re speaking with into the note sheet and capture notes like the person’s company, job title, and location. Not only can you look at a picture of a real person when you’re in the midst of a phone screen interview, but you can also easily go back and remember who you spoke with when you’re considering job offers or writing thank-you notes.
6. IF YOU’RE LOSING MOTIVATION . . . MAKE A LIST OF REASONS YOU’RE SEARCHING
If you find yourself putting off your job search or simply not looking forward to any part of the process, you’re letting the discomfort of a job hunt distract you from the reason you’re looking for a new job. Get back in the right headspace by bringing the focus back to what motivates you.
Make a list of the reasons you’re looking for a new job–toxic workplace, skipped over for a promotion, low salary, etc.–and keep it in a prominent place. Not only will this motivate you to stick to your plan and find a new job, but it will also prepare you for the interviews ahead by keeping your deeper purpose of your job search front and center.
7. IF YOU’RE FEELING BURNED OUT . . . SCHEDULE SOME DOWNTIME
Little tasks can pile up, especially if you’re managing a full-time job during your job search. Instead of spending a whole day on your job hunt once a month and getting frustrated with your lack of progress, set short but regular periods of time to check in and make consistent progress. A half-hour two or three times a week will ensure that you’re responding to hiring managers at appropriate intervals and staying on top of new opportunities as they come out.
A job search is a job of its own: You’re practicing time management, patience, and even customer service as you balance your search with your current job. But you don’t have to let the complexity of all the resumes, cover letters, applications, and interviews throw you off. Just find an organizational method that works for you so that the energy you put into the job search pays off with a new job–not a new headache!
FastCompany.com | January 10, 2018 | BY SARAH GREESONBACH—GLASSDOOR 6 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2017/12/Woman-on-Laptop-with-Plant.jpg19202880First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-01-10 16:30:052020-09-30 20:49:27#BestofFSCBlog : These Methods Will Finally Help You Organize Your Job Search Better.
At one time or another, we have all made the leap from high school or college to the real world and have likely spent some time on the interviewing circuit. As I recall my first interview experiences, I vividly remember my father’s advice on the art of interviewing. My father, Paul Micali, was a sales trainer, manager, author and public speaker. It’s fascinating to me that his words of wisdom, three decades ago, are even more relevant today.
Through our many interviews, we hopefully all learn the basics: a firm handshake, strong eye contact, smiling, proper posture, body language, tone of voice, key questions, answers and stories. But my father’s advice was all about “how” to end the interview; that time when the interviewer and interviewee have no more to say and look at one another across the desk in awkward silence.
It was at that point that my father explicitly instructed me to ask that all-powerful question — that question that no interviewee ever wants to ask.
“What are my chances of getting this job?”
I couldn’t imagine being so brazen and presumptuous! To make matters worse, I was instructed to ask the question three times in three different ways:
1. What are my chances of getting this job?
2. How soon will you be making a decision?
3. Based on your timeline, can I plan to hear from you in one or two weeks?
It took every ounce of courage I had to muster up the confidence to ask these questions. However, I’m so glad that I did. The answers to these questions provided me with the roadmap to guide and jumpstart my career. Fast forward 30 years, as a talent acquisition consultant and a career coach; I see the absolute necessity for every candidate to ask these questions in an interview.
The job search today is more competitive and time-consuming than ever before. With job postings on LinkedIn, Indeed, Zip Recruiter, company websites and alike, companies are deluged with resumes. Today, each position commands between 250 and 300 applicants with a mere 2% being called in for an interview. A job seeker in today’s market must put forth a patient and disciplined approach in applying for positions online, networking and directly reaching out to companies. Given this environment, the only recipients of job offers are the applicants who interview well and manage their job searches.
Assuming your interview has gone well, you have arrived at the point where “how” you handle the ending can be crucial to your outcome.
Here are three reasons why asking this infamous question, “What are my chances of getting this job?” are crucial to your interview.
1. You will show the interviewer that you are serious about this position and that you want this job.
When someone visibly shows through their words and actions that they want something, they tend to work hard to get it! As the interviewee, you will be displaying to the hiring manager that your meeting has a definite purpose and that you mean business. It may have taken you four weeks to get to this point in the process, and you deserve to know your position in the lineup!
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2. You will send the signal that you have a productive jobsearch underway.
And that you are weighing different opportunities. In other words, you are interviewing with other companies. You have been proactive in your job search, not waiting around to hear from companies. If you are as good as you think you are and the hiring manager agrees, they won’t waste time and will quickly move your candidacy forward.
3. You will overcome the hiring manager’s potential objections, turning a “no” into a “yes.”
When you ask this question, an honest answer from the interviewer provides you with a snapshot of how he/she sees you in the position. If the hiring manager mentions an area where you may not reach the expectations outlined in the job description, this is your opportunity to overcome their perspective with specific results and stories. If you don’t ask the question, you will miss the chance to turn a “no” into a “yes.” In fact, you will leave the meeting not knowing where you stand in the interviewee lineup!
Of course, if the answer is that your chances are good, then you can continue your pursuit with, “How soon can I expect to hear from you?” and “Can I look forward to speaking with you in two weeks?” These questions will further convey that you remain very interested in the position and would like to know the timeline involved in securing the job.
From the perspectives of the hiring manager, recruiter and career coach, when the interviewee doesn’t ask for the job, we question if the candidate really wants the position.
We have all heard the expression, “Ask better questions and get better answers.”
I challenge you to ask yourself: “Do you want this job?” ….. If the answer is yes, then ask for it, three times!
The answers will give you the roadmap to guide and jumpstart your career and your life.
Author: Donna Poudrier – Career coach and recruiter Donna Poudrier helps job seekers and new grads find the “right job” to jumpstart their careers.
Forbes.com | January 4, 2018
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Think about it:Have you ever landed a coveted job only to feel miserable mere weeks later, lamenting at your cubicle that if only you had listened to your gut–to have seen your boss’s disheveled desk for the warning sign it was–you could have saved yourself a lot of trouble?
In other words, you ignored a red flag. “A work-related red flag is basically a warning sign, either overt or even a gut feeling you have, that the job won’t be a good fit for you,” explains career coach Hallie Crawford. “It can also be a possible issue you sense with the company, why the job is available, your prospective boss, or a team member you’d be working with.”
A work-related red flag can be something you witness during the interview, read about in a company review, or hear about through the industry grapevine. But no matter the source, listen to your reaction to the news. “Trust yourself,” Crawford encourages. “If you sense something might be off, listen to that gut instinct and ask about it during the interview.”
Picture a disheveled desk, stacks of folders strewn about, a trash can overflowing with crumpled paper—in other words, an office or a person that screams anything but I’ve got it together. This is a red flag you can’t chalk up to a bad day or a sense of disorganization, warns millennial career expert Jill Jacinto. “How we choose to visually express ourselves is part of the interview process. That is why we wear a suit, blow out our hair, or get our shoes shined. We want to show that we have it together.” And trust us: You want your future employer to put in the same kind of effort. “A few loose papers is one thing,” Jacinto concedes, “but a desk covered in papers or garbage is another.”
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It may seem like a very good thing if you if get offered the job before you even leave your first interview–but in reality, “this could be a red flag because there could be underlying issues,” warns Crawford. Think about it: Why is the company so desperate to fill this role? “Perhaps they aren’t able to keep someone in this position for very long, or maybe they fire employees regularly,” Crawford says. Instead of saying yes in this situation, “ask them why the position is available, and listen carefully to their answer. Ask to meet your manager and ask him what his ideal employee would be. This will give you insight into their management style and anything that may be going on.”
Leaving a job description loose-ended is a recipe for work disaster. Why? Because, as Crawford points out, if an employer can’t clearly define exactly what they want you to do, they may be keeping it vague so they can ask “employees to handle a variety of tasks for little pay” after they’re hired, says Crawford. Or, “They may be just trolling for possible employees to test the market versus actually really intending to hire someone.” If you’re still interested in the job, don’t leave the interview–and certainly don’t accept the position–until you “let the manager know you would like a clarification of the job description,” she says. If they can’t do it when asked, Crawford says, “beware.”
4. THE HIRING MANAGER SAYS HE WORKS 24/7–AND SO DOES THE STAFF
Recalls Jacinto, “I was advising a woman a few years ago who said she regrets not picking up on her current boss’s eccentric behavior. He had said during the interview that if he could, he would sleep at the office and spends all his time there. She agreed to come in on weekends for training–but the ‘training’ never stopped. She–and the rest of the staff–were expected to march into work over the weekend to have team meetings and catch-ups. Needless to say, she found a better job.” If you see similar red flags during the interview process, “run,” Jacinto warns. “If a boss all but sleeps at the office, he’ll expect you and your team to bunk down, too.”
You know what you’re worth–and you know what others make who work in that same job–because you’ve used tools such as Glassdoor’s company salaries search tool to find out. And “if you are offered less than the salary listed in the posting or lower than what they said their range was, this could be a red flag,” says Crawford. If you find yourself faced with this red flag, “Ask about benefits, but if they aren’t offering benefits or can’t define them, they [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][may just be] trying to take advantage of you.”
FastCompany.com | January 3, 2018 | BY JILLIAN KRAMER—GLASSDOOR 4 MINUTE READ
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Most people don’t try to come across as rude — for whatever reason, they just don’t realize how their actions look to others. That can lead to a rather rude awakening for them down the line, once they’re confronted with the consequences of their conduct.
One of the worst places that you can come off as disrespectful is during a job interview. You want to charm and impress your interviewer, not turn them off with bad behavior.
Here are some particularly inconsiderate, alienating things to avoid saying in an interview:
1. ‘I’ve been waiting a while’
You are totally justified in being annoyed that your interviewer kept you waiting. That being said, you get no brownie points for grumbling.
2. ‘Hi! I know I’m late…’
Yes, it’s a bit of a double standard that the interviewee typically can’t be late while the interviewer can get away with it. But the interviewer is typically the one with the power, so just get over it.
Make sure you give yourself enough time to get to the job interview — even if that means showing up super early and waiting around at a nearby Starbucks.
And if you are late, don’t draw attention to it or make excuses. Quickly apologize and move on.
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3. ‘What happens if I don’t get along with my boss or coworkers?’
This doesn’t necessarily make you sound rude, per se. It’s a weird question, though. Your interviewer may just assume that you’re impolite and unable to work with others.
4. ‘Are you married?/Do you have kids?/How old are you?/etc.’
Never ask the interviewer any personal questions.
5. ‘I heard this rumor about the CEO. Is it true?’
You should never bring gossip into a job interview. It’s highly unprofessional.
6. ‘Who should I avoid in the office?’
Don’t embroil yourself in coworker drama before you’ve even stepped foot into the office. This just makes you sound like a petty person.
7. ‘What does your company do?’
You didn’t care enough about the job to run a quick Google search? Questions like this will make you look unprepared and inconsiderate.
8. ‘I don’t have weaknesses’
Yes, you do. Claiming not to have shortcomings just makes you come across as arrogant.
9. ‘S—,’ ‘b—-,’ ‘f—,’ etc.
Hold off on the profanities. Curse words will make you sound vulgar and unprofessional.
10. ‘How did I do?’ or ‘Did I get the job?’
This one puts the interviewer on the spot. If you really want feedback, wait until you get the offer or rejection, and then ask in an email what you did well or could have done better.
11. ‘I feel like this is your organization’s big weakness’
It’s great if you’re coming to the table with a lot of ideas on how to improve the organization. Try to keep your language positive, though, or your interviewer may wonder why you’re even interviewing in the first place.
12. ‘Excuse me, I need to take this call really quickly’
Are you kidding me?
13. ‘I just need a job’
Seriously, contain your enthusiasm. This may be true, but definitely don’t admit it to your interviewer.
14. ‘Hi — let’s get started’
Don’t just barge in and start talking. You may be nervous and eager to get it over with, but remember to introduce yourself first.
15. ‘Sorry — I’ve got to run!’
What have you got, a date or something? Try to keep your schedule relatively uncluttered on the day of the interview.
16. ‘I’d like a coffee/water/tea’
If the interviewer offers, then it’s fine to ask for a beverage. Just don’t forget to say “please” and “thank you.” In fact, you should show off that you have good manners when you can during the interview.
17. ‘I … I … I …’
Yes, job interviews are all about discussing yourself and your abilities. That being said, you want to keep the focus on how you can help the organization. The conversation should always go back to that main thesis.
18. ‘The office isn’t what I thought it would be’
You’re here as a job candidate, not as a super-critical interior decorator. Don’t imply that you’re disappointed or underwhelmed.
19. ‘How did you get this role?’
You really don’t want to say anything that could be considered condescending to the person standing between you and a potential job.
20. ‘Can you believe this election?’ or ‘Who did you vote for?’
Keep politics out of conversations with your interviewer. If they bring it up first, then do what you can to change the conversation.
21. ‘Dude/honey/girls/ladies/man’
This one’s a toss-up. Some people are totally cool with being called things like “guys” or “ladies.” Others get really irked. It’s probably better to err on the side of caution here, lest you come off as belittling or disrespectful.
22. ‘That’s not how I’m used to doing it’
If you start talking about the nitty gritty details of your new job, make sure to avoid coming across like you think you know better than anyone else. Criticizing the company’s way of doing this is a surefire way to alienate your interviewer.
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There’s a stereotypical view of job opportunities for older workers, and it’s not pretty. It goes something like this. If you’re past 50 and thinking of a career switch, forget it. The opportunities for older workers in the new economy are pretty much nonexistent.
As the U.S. economy shifts from manufacturing to services, it’s creating more positions in which cognitive skills matter more than physical ability. That means more opportunities for older workers.PHOTO: STEPHEN WEBSTER FOR THE WALL STREET JOURNAL
And you’re in even worse shape if you’re in your 50s or 60s and retired but want to get back into the workforce in a job that is both challenging and financially rewarding. The only spots available are low-skilled and low-paying—whether that’s burger flipper, Wal-Martgreeter or Uber driver.
Boy, have a lot of people have been misinformed.
The numbers make it clear that the nightmare scenario simply isn’t true. The 55-and-older crowd is now the only age group with a rising labor-force participation rate, even as age discrimination remains a problem for many older job seekers. Workers age 50 or older now comprise 33.4% of the U.S. labor force, up from 25% in 2002. And more than 60% of workers age 65 or older now hold full-time positions, up from 44% in 1995.
In addition, a large part of the long-term increase in employment growth has come from skilled jobs in professional-services industries, according to a 2013 academic paper. Another study found that from 1996 to 2012, just 1.4% of job seekers in their early to mid 50s landed in “old person” occupations—typically “low-paying, low-status” jobs in which older hires outnumber younger hires by at least 2 to 1.
“These are good jobs,” says Nicole Maestas, an economist and associate professor of health-care policy at Harvard Medical School and a co-author of the 2013 study. Moreover, she adds, older workers with experience and education “are competitive for these jobs, especially with their greater work experience.”
Still, the myths persist despite all the evidence to the contrary. Here are five prevalent misconceptions about working in later life—along with recent research that dispels those misconceptions.
Myth 1: I’m not going to find a good job.
REALITY:Baby boomers are getting jobs with better pay, status and working conditions than prior generations of older workers.
Older workers are benefiting from a number of trends—in the economy, the workforce and their own profile. For one thing, many boomers are living longer and staying healthier than prior generations. So they’re able to take on more demanding work and are better able to keep pace with younger peers.
Moreover, as the U.S. economy shifts from manufacturing to services, it’s creating more positions in which cognitive skills matter more than physical ability. That means more opportunities for older workers.
“We have more older-worker-friendly jobs now than we used to,” says David Powell, an economist at the nonprofit policy-research organization Rand Corp. and a co-author of the 2013 study with Prof. Maestas.
Then there’s a critical factor that may give older workers a leg up on younger ones: experience. At a time when many employers are grumbling about a shortage of skilled workers, older Americans have much more work experience than younger ones and may even seem like better prospects to many employers.
“The labor-demand study simply shows that when there is a shortage of skilled workers, older workers get jobs,” says Prof. Maestas.
Baby boomers are also better educated than previous generations of older workers, making them much better able to compete for positions. According to Harvard economists Claudia Goldin and Lawrence Katz, in 1990, 65-year-olds had an average of 11.5 years of schooling, or 1.8 years less than the 13.3-year average for 25-year-olds.
By 2010, Prof. Maestas calculates, older adults had 12.6 years of education, on average, versus 13.9 years for 25-year-olds. She and a co-author project the 1.3 year gap will shrink to just six months by 2030.
“Increasingly, older workers’ qualifications look almost the same as [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][those of] their younger counterparts,” says Matthew Rutledge,research economist at the Center for Retirement Research at Boston College and a co-author of the paper on people in “old person” occupations. In fact, he adds, they “may even look better because they have experience.”
Myth 2: You can’t take time off, or you’ll never get back into the workforce
REALITY: About 40% of people who retire take a break and then return to work, typically within two years.
Those findings come from Prof. Maestas, who used data from the Health and Retirement Study funded by the National Institute on Aging and conducted at the University of Michigan, which has tracked thousands of people over the age of 50 over the past two decades. About 60% of the study participants who took career breaks between 1992 and 2002 moved into new professions, according to Prof. Maestas.
“Many people reboot and do something new,” says Prof. Maestas, who says data from research published in 1990 indicates only 25% of older workers who retired in the 1970s took time off and returned to work.
Why the increase? One explanation is that the breaks may not be as harmful to a career as they used to be, given the shift toward service work. “Blue-collar work is typically more demanding and physical skills probably deteriorate faster than the interpersonal and knowledge-based skills that are more prevalent in services and white-collar work,” says U.S. Bureau of Labor Statistics research economist Michael Giandrea.
Another surprise from the research into retirees who take breaks and then return to working: Economic necessity doesn’t appear to play a big role in the decision. “It is not the poorest who return to work,” says Prof. Maestas. “It is the better off. It isn’t the lower educated. It is the highest educated. Every way you look at the data, it correlates with choice rather than economic necessity.”
Mr. Giandrea says that many people are interested in the “nonmonetary benefits of continued employment,” including “mental stimulation and continued social networks.” Plus, he adds, “I think it’s the case that many people like their jobs. We think people are revealing what they prefer through their actions. If they are continuing to work in later life, it’s certainly possible that they like their work.”
Still, older workers who take time off should be aware that the odds of becoming re-employed decline with age. According to a biennial survey sponsored by the U.S. Department of Labor, 73% of 25- to 54-year-olds who lost jobs between 2013 and 2015 that they had held for three or more years were re-employed by January 2016. For 55- to 64-year-olds, in contrast, the figure is 60%.
Myth 3: I’m not going to make as big of a contribution as I did in the past.
REALITY:Older workers can play a more vital role than ever.
When it comes to productivity, most academic studies show little to no relationship between age and job performance, says Harvey Sterns, director of the Institute for Life-Span Development and Gerontology at the University of Akron. Already, that shows that the popular view of older workers as dead wood simply isn’t true. But some research goes even further: In jobs that require experience, these studies show that older adults have a performance edge.
In a study published in 2015, economists at institutions including the Max Planck Institute for Social Law and Social Policy, a nonprofit research organization in Munich, examined the number and severity of errors made by 3,800 workers on a Mercedes-Benz assembly line from 2003 to 2006. The economists determined that over that four-year period, rates of errors by younger workers edged up, while the rates for older workers declined. Moreover, the frequency of severe errors decreased with age.
A new study by some of the same authors looked at a large German insurance company, and found no overall link between age and productivity. But in “more demanding tasks,” says co-author Matthias Weiss, a professor at the University of Applied Sciences Regensburg, productivity rises with age. Experience offsets “physical and cognitive decline in the more demanding tasks,” the study says.
There may be deep neurological factors at play. Academics have found that knowledge and certain types of intelligence continue to develop in ways that can offset age-related declines in the brain’s ability to process new information and reason abstractly. Expertise deepens, which can enhance productivity and creativity. Some go so far as to say that wisdom—defined, in part, as the ability to resolve conflicts by seeing problems from multiple perspectives—flourishes.
Wisdom doesn’t just help basic job performance: It makes older workers into valuable role models for younger employees. Older workers who spend time mentoring, lecturing, consulting, advising and teaching can make a “huge contribution,” says Brian Fetherstonhaugh, chairman and chief executive of digital and direct-marketing agency OgilvyOne Worldwide, and author of “The Long View: Career Strategies to Start Strong, Reach High, and Go Far.”
Older workers, he adds, are in a position to teach “the trickiest things younger workers need to learn, including sound judgment and how to build trust” with colleagues and clients.
Myth 4: The only type of work available to older applicants is part time.
REALITY:Since 1995, the number of people age 65 or older working full time has more than tripled.
That increase compares with just 56% for part-timers in the same age group. In all, 62% of workers 65-plus are now full-time workers, up from 44% in 1995, according to BLS statistics. “The rise in full-time employment among older workers tells us there are opportunities for them,” says Mr. Giandrea.
What’s more, not many part-timers—just 5%—would prefer to work full-time, he says. “Not only has full-time employment grown, but among those who usually work part-time, almost all want to work part time,” he says.
Why the shift to full-time jobs? Once again, the answer may come down to experience. “Older individuals may find that their job skills continue to be valuable in the service and white-collar work that is becoming more prevalent, thereby enabling them to extend their work lives,” Mr. Giandrea says.
Myth 5: The chance to be an entrepreneur has passed me by.
REALITY:Americans in their 50s and 60s make up a growing share of entrepreneurs.
According to the nonprofit Ewing Marion Kauffman Foundation, individuals between the ages of 55 and 64 represented 24.3% of the entrepreneurs who launched businesses in 2015, up from 14.8% in 1996.
In contrast, despite their reputation for having an entrepreneurial bent, Americans ages 20 to 34 launched 25% of the startups in 2015, down from 34% in 1996%.
The data indicate “the United States might be on the cusp of an entrepreneurship boom—not in spite of an aging population but because of it,” writes Dane Stangler, vice president of research and policy at Kauffman.
Experts say that with years of experience and savings to back their ideas, the baby boomers typically have advantages that younger adults lack when it comes to launching new ventures. Perhaps as a result, older entrepreneurs have higher success rates.
According to a 2008 report by researchers at City University of London’s Cass Business School, 70% of startups founded by people age 50 or older last longer than three years, versus 28% for those younger than 50.
In a 2009 study of more than 500 successful U.S. technology and engineering startups founded between 1995 and 2005, academics at Duke, Cornell and Harvard universities found that twice as many of the companies were launched by people over 50 as under 25. (The authors defined success as the company having at least $1 million in revenue, among other things.)
“Experience really counts,” says co-author Vivek Wadhwa, now a fellow at Carnegie Mellon University.
What’s more, for most, finances aren’t the main driving factor in the decision. “For many people, entrepreneurship is a choice they make,” says Arnobio Morelix, a senior research analyst at the Kauffman Foundation.
The trend, he adds, “seems to have very little to do with boomers being forced into” starting their own businesses. Indeed, according to Kauffman, just 16% of the oldest entrepreneurs report being unemployed before starting a business, the lowest rate among all age groups.
According to a 2015 Gallup Inc. poll, 32% of baby boomers who launched businesses say that they did so because it allows them to be independent. Another 27% say that it’s to “pursue their interests and passions.”
“It’s easier to pick your own hours if you are your own boss,” Mr. Morelix says.
In contrast, about one-fourth (24%) of baby boomers say that they started a business to supplement their income, while just 4% say they made the move because there are “no jobs available in my area.”
Ms. Tergesen is a reporter for The Wall Street Journal in New York. She can be reached at anne.tergesen@wsj.com.
https://www.firstsun.com/wp-content/uploads/2016/11/OlderWorker2.jpg639959First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2016-11-28 17:07:522020-09-30 20:49:49Your #Career : Five Myths About Landing a Good Job Later in Life… The Conventional Wisdom says it’s Impossible. The Facts Say Otherwise.
