8 Interview Questions & Answers for Older Workers ¤

Here are eight sticky questions that older job candidates often encounter—with several appropriate responses to each:


"You appear to be overqualified for this position. Won't you get bored?"


• " You are an excellent company. You deserve excellence in employees. "
• " Experience is a great premium today. "
• " There is a greater return on your money if I hit the ground running. Less training time."

"This company is on the fast track. Do you think that you can keep up?"

• " I have stayed on top of the industry and am computer literate. " (Use this opportunity to showcase any training classes or courses you have taken.)
• Consider hitting this question head-on by stating politely that you have not noticed any slowdown or stagnancy in attitude or energy.

"This is a completely different industry than you were in before. Can you tell us how you will transfer your skills?"

• " I have accessed your website and have read everything about your company. " (Then, draw some analogy to a previous area of expertise, and relate it to the new company's product or service.)

"I have noticed that you have been out of work for over six months. Can you explain this break in employment?"

• " I tried retirement, and it's not for me. I am a do-er and like to be active. I feel I have many more years of productivity left. "
• " I am looking for something different. I am fortunate to be in a position to take time to make sure this job is right for both of us. "
• " I have used this time to brush up (or learn) a new skill, and now I am ready to contribute my knowledge and expertise to a viable company such as yours. "

"Why do you think you are qualified for this job? I don't see where you have experience that would match our business needs."

• " My excitement at learning new things never diminishes. With my work experience, I know I will be a quick learner. "
• Take this opportunity to point out any skills you have added to your repertoire.
Identify a skill you have, and align it to something you would need to do on the new job.

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A Labor Shortage In Your lifetime? 8 Things Mature Workers Should Look For In Companies

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Editors Notes: Unbelievable!  If you are in your 40's or 50's you will probably experience another LABOR SHORTAGE during your work career according to the  U.S. Census. So what do you have to look forward to in your golden years? A better lifestyle- flexible hours, job sharing and better wages. Is it a dream? What do you think? Am I crazy?


The U.S. Census Bureau estimates that by 2030, nearly 20% of the American population will be 65 or older, compared to just 12.4% in 2000. As these workers retire, the U.S. could face serious worker and skill shortages. Even in the midst of today’s record high unemployment, some firms are getting the jump on this threat by introducing senior-friendly policies and work arrangements. Based on a recent report from the Urban Institute, here are eight features that mature workers can look for in their company that make it easier to continue working later in life.


1. Flexible work hours – such as four 10-hour days in a week, or shifting work hours to earlier or later in the day – can give mature workers more control over their schedule, enabling them to manage their personal obligations (such as attending to aging parents or scheduling medical appointments), or simply give them more flexibility to travel or pursue hobbies.

2. Part-time schedules allow older workers the option to phase into retirement and have more time off.

3. Job sharing (an arrangement where two people share the duties of a single job) can help older workers extend their careers by working more flexible hours and perhaps training or mentoring younger employees. Employers can also benefit from this arrangement because two people sharing a job may have a more diverse skill set.

4. Some companies offer policies that allow mature workers to change jobs within the company. Some older workers may wish to stay with the company but transfer to a lower-intensity position. Others might be tired of the same tasks they’ve been doing for years and be interested in a new challenge. Some companies recognize this and have begun to create options for older employees to transfer into “career deceleration” positions or mentoring programs that allow older workers to train or teach newer employees.
Click here to read part 2 of this article


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Mature Workers: Use Age to Your Advantage

by Joe Turner

While it’s true that not all employers will be gung-ho about hiring, or even retaining, older workers in the coming years, the overall statistics might well be on your side, if you’re 50+ years. As has been reported often enough, the limited numbers of workers in the Gen-Y age group will not match the rising need for workers over the next 10 years.


This discrepancy means that employers will be faced with more vacancies that force them to look at alternate labor sources. Sure, they can outsource, further automate, or contract their staffing ranks, but these approaches will not suffice in all cases.

The plain fact is that you hold many advantages over your younger colleagues, but you will need to play your age to your advantage. If you have a few years under your belt, here are four tips on how to use age as an advantage in your job hunt:

Go on the Offensive

Too often, older workers feel they have to apologize for their years of actually working. Remind yourself that you’re experienced, not old. You’re seasoned, not over-the-hill. You’re here-and-now, not history. It’s all about spin and reframing, so drop the apologies.

You may be an older worker, but you’re not stupid, and you’re not dead. Use your savvy to sell against youth and inexperience. The benefits to being older, like having wisdom and common sense, and a long work record of accomplishments, can translate into benefits to the employer. In other words, sell your track record. During the interview, take advantage of your successful work history and draw from those successes to meet the employer’s needs.

Sell Results, Not Years

Realize that hiring managers today are looking for results, not years. Talk the language that an employer understands and appreciates, which is Return-on-Investment. Instead of citing 20-years of experience, identify your benefits to the employer and put them into monetary terms as much as possible. Back up your accomplishments with benefit-based facts. Sell them from the perspective of the result of your work and how it positively impacted your present and previous employers.

Money talks, and it talks loudly. Here’s some good news: Money can trump age. As an employee, you either make money or save money for your employer. If the hiring manager doesn’t see your value in one of these two categories, then you don’t want to work for this company. In a recession, if the company isn’t concerned about its bottom line, then it may not be around for long, and isn’t a viable option for you anyway. Get as close to money as you possibly can through the language of your accomplishments, and list them on your resume.

Related Tools:
1)How to Answer Any Question An Interviewer Could Possibly Throw At You! (TP)

Click here to read part 2 of this article

Face-Lifting Your Career

Job applicants are turning to plastic surgery to help them with self-esteem or prejudice towards youth. Maggie Rodriguez talks to a doctor and his patient, who got a job following treatment.



http://www.youtube.com/watch?v=lo47FPLZSIw

How to Ace Interview Questions as an Older Professional

You’re well-educated, your résumé screams experience and you’re vigorously looking for a new job. So why are you so nervous?

Searching for a new job when you’re 50 or older presents a whole new set of challenges. As if interviews weren’t intimidating enough, now you’re trying to dispel all sorts of stereotypes about older job seekers to an interviewer who’s 15 years your junior.

Employment discrimination based on age against anyone over age 40 is illegal under the Federal Age Discrimination in Employment Act. But according to Gail Geary, career management consultant and author of Over-40 Job Search Guide (Jist Works), older job seekers often find themselves uncomfortably struggling to answer tough age-related questions during interviews. Here are five of the most common age-related interview questions – and how to field them gracefully – according to Geary’s book:

1. “Will you be using this job as a bridge to retirement?”
Other variations of this question include “Where do you expect to be five years from now?” and “What are your long-term career goals?” Geary’s book states that if you’re over age 50 and look your age, openly addressing the retirement issue may benefit you. Reassure your interviewer that you are excited about the position and plan to continue working for a long time. If you’re relatively young and look even younger, you may not need to address the issue at all.

Want to know how to actually GET an interview in this recession? Click here

2. “What are your salary requirements?”
This question is tough for everyone, but it can be even harder for older candidates with decades of experience who do not want their previous high salaries working against them. When faced with this question, first respond with a cool, noncommittal answer. If pressed, give a salary range based on your research. For example, say: “I’ve researched the salary range for this position in our area and have found the typical salary range to be from $125,000 to $175,000, plus bonus. Is this what you have in mind?”

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Recession Job-Hunting Advice for Mature Workers

If you are over 45 and suddenly find yourself made redundant or seeking a career change, the thought of having to hit the job trail and compete against people years younger than yourself can be downright scary. It may have been years since you’ve had to update your resume or attend a job interview, and you may be feeling more than a little rusty

But take heart – as a mature-age job seeker you have plenty to offer, and employers are increasingly valuing your unique set of skills and experiences. And rightly so – the Australian Bureau of Statistics estimates that 85 per cent of new employment growth will come from those aged over 45 by the year 2016. Now more than ever, it is imperative for both job-seekers and employers to get with the times and recognise the value that mature workers offer.

Shifting perception

‘There are many ingrained prejudices associated with employing older workers. These barriers need to be overcome – whether they are real or perhaps perceived. Diversity of skills and experience in a workforce can provide competitive advantages. Organisations need to free themselves of such biases in order to obtain and retain the best talent from the available pool of potential workers,’ writes Robert Critchley in his paper The ageing workforce – to rewire or rust.

The facts about Boomers

The Australian Human Rights Commission has found that mature-age employees can save costs to employers by staying in their jobs longer – in contrast to sometimes fickle Gen Y workers (who have just been advised by the federal Employment Minister to stop being so picky about jobs during tough times). Workers aged over 55 are five times less likely to change jobs compared with workers aged 20 to 24, and this directly reduces ongoing recruitment and training costs.

And contrary to the perception that older workers are less healthy, ABS data has also found that mature-age workers were the least likely group to take days off due to illness, thereby reducing costs and negative impacts on productivity.

One of the most common myths about older workers is that they are less technologically savvy than their younger colleagues – but older people are, in fact, the fastest-growing users of technology.

What older workers have to offer

Critchley enumerates the many assets that older workers bring to the table. These include a wider skills base and broader experience, greater wisdom and maturity, a solid work ethic, ability to speak their mind and take action, reliability, dependability and loyalty to their employer.

Mature-age workers could also be key to businesses in hard economic times. Mercer’s Workplace 2012 states that ‘Older employees can be a very valuable resource, offering much needed experience and corporate memory, which may be critical to successfully re-building a business outside of the economic crisis… The experience and guidance of older workers who have been in the organisation for some time can be invaluable in developing younger staff.’

Industry perceptions

Marketplace perceptions of mature-age workers can vary a lot depending on the market segment, says Phil Hatchard of Adage, a website which caters to mature-age job seekers and mature age-friendly employers. Small and medium enterprises (SMEs) tend to be extremely receptive to mature-age candidates, valuing their versatility and breadth and depth of experience, which can be invaluable to small and medium-sized businesses.

Recruiters, on the other hand, can present more of a challenge as their age profile tends to be more youthful. Larger and higher-volume recruitment agencies find it hard to educate their consultants about the value of hiring maturity. ‘They tend to perceive older workers as being harder to place in roles due to misconceptions that they are less productive, won’t fit in with the “dynamic” culture or may be too expensive. Of course this is not grounded in fact. That said, smaller niche agencies are usually owned and operated by more experienced recruiters and they have a higher level of understanding and commitment to mature age hires,’ says Hatchard.

Perceptions of older workers in the corporate world depend on the industry, but in the last five years there has been a huge shift towards the diversity agenda. ‘Many HR directors are realising the impact of the ageing population and making a commitment to hire mature workers, particularly in the banking and finance sector,’ says Hatchard. Indeed, AMP, ANZ, Westpac, Commonwealth Bank and St George Bank were all short-listed for Adage’s mature-age friendly employer awards because of their commitment to hiring and supporting mature-age workers.

According to Hatchard, government and not-for-profit organisations are the leaders in best practice when it comes to equal employment opportunities and diversity principles, valuing mature workers for their loyalty, stability and experience. So if you are a mature-age job seeker, these might be good sectors to target in your job search.

Out of practice … but not out of the game

The mature worker’s tendency to stay for longer periods of time with one employer means that many are at a loss when they suddenly find themselves looking for work. ‘Many older workers haven’t had to write a resume, develop their interview technique or know how to effectively market themselves via online technologies,’ says Phil Hatchard. But luckily, it's never too late to learn.

What you can do

‘Approach every job with enthusiasm and energy,’ says Steve Gunther of 2discover, a recruitment firm which demonstrates a strong commitment to placing mature-age workers. ‘The reality is that you have more experience, the same desire to do a good job and succeed as anyone in the marketplace, young or old. Technology may be the only thing between you and someone from another generation. Bring yourself up to speed in using the Internet, computer skills, and resume and cover letter presentation and content.’

Know your strengths and market value

‘Firstly, take some time to map out your key skills, strengths and passions, and be clear about the value that you bring to an organisation. In the current market, experience and knowledge is vital to help companies who may be struggling through tougher times,’ advises Hatchard.

It is important to recognise that even if you have worked in one industry for a long time, your skills are transferable – and this is something you need to emphasise to potential employers.

Stay connected with the market

Do whatever you can to make contacts, network, keep in the loop and keep updated. This could mean attending networking events, using social events and your kids’ school events to make contacts, joining professional bodies or attending professional development courses. Bring your business cards with you wherever you go.

And don’t be afraid to call on old contacts. ‘Utilise the rolodex of contacts that you’ve built up over the years and contact those who you feel may be able to help point you in the right direction. You’d be surprised at how helpful some people can be if you just ask!’ says Hatchard.

He also suggests that you select a reputable executive search or recruitment firm to provide you with advice and guidance on who may be hiring in your space, as well as keeping up on industry news via online newsletters or business trade magazines to find out where the activity is, what projects are underway and which companies are currently flourishing in the market.

Stay positive

While job hunting can be disheartening at times, it’s important to be resilient and stay positive. When you walk into an interview, you have to create the right impression almost instantaneously – because ‘employers can spot frustration and despondency a mile off,’ warns Hatchard. ‘Presentation is vital once you have a foot in the door so stay fit and healthy and keep the energy levels up.’

‘The thing to remember is self-value and self-worth. Mature-age workers have just as much (if not more) to offer an employer as younger workers. The trick is ensuring that you present and articulate your key strengths in a manner that represents you as a person and as a professional,’ stresses Gunther.

So walk tall and hold your head up high, knowing that you have plenty to offer a future employer. It’s only a matter of time before you find the right one who will value your experience and allow you to keep growing and developing in your professional life.

http://www.careerfaqs.com.au/employment-news/1338/Boom-or-bust-job-hunting-tips-for-mature-age-workers

Job Search Tips for Mature Workers

I spoke recently with a client who had sent out over 750 resumes in a year and received only 4 responses. I was aghast astonished by this, and by his resilient reply.

That’s better than some other people my age that I know, so I must be doing something right!

As we continued the conversation I made a number of suggestions for him to consider as part of his on-going job search. Here is the plan we cam up with, along with a number of other suggestions that were crowdsourced from my blog readers.

1. Utilize non-traditional search tools. I recommended a number of job aggregators and local boards outside the big 3 – Indeed, SimplyHired, workforce50, Linkup, jobshouts, etc.
2. Network in non-traditional groups (tech, social media) to break challenge age perceptions
3. Consider other opportunities – contract, consulting, – look for work places like elance, Guru, Sologig, odesk, and others. Consider teaching at colleges or on-line at schools like Webster or the University of PHX.
4. Get over the idea that you have to work in a certain business sector. Stretch boundaries. Consider non-profit, etc
5. Increase your geographic reach. Consider New Orleans, for example. Relocate if necessary, and if possible. You can always move back where you left down the road if you want to
6. Increase your voice wherever possible, with relevance. people will see it. It might help, and certainly can’t hurt!
7. Spend time on new things just for you. Be assertive about your job search, but don’t let it consume you.
8. Be sure to post your job search on locations like LinkedIn and Facebook so your extended network is aware, but don’t be annoying or appear desperate.
9. Open your mind. Be receptive to any opportunity, and don’t let preconcieved notions turn you off to any potential opportunity.
10. Consider reading HR blogs for job advice. You can find over numerous bloggers and contacts by visiting just two sites, HR Alltop and HRM Today.
11. Join (or start) an “accountability” group–3 or 4 people who meet once a week and hold each other accountable for job-search commitments.
12. Volunteer. The United Way, for example, can place you in a position that requires your skills. Broadens your network.
13. Seek a “hold-me-over” job before you need to dip into your savings. It can be a one-day-a- week job in retail. An evening job bartendering.
14. Seek opportunities to get out of your comfort zone.
15. Build a personal brand. See the slideshare presentation Me 2.0 by Maurene Grey.

http://www.thehumanracehorses.com/2009/07/29/jobs-101-how-to-conduct-a-job-search-for-older-workers/

Job-Hunting Strategies for Mature Workers

http://www.youtube.com/watch?v=zaCprkAQcxI

8 Things Mature Workers Should Look for in Companies (2)

5. Telecommuting options can be especially attractive to older workers who have difficulty driving or have impairments that limit their mobility.

6. Some companies have begun to introduce snowbird programs that allow older workers to move between two locations seasonally or reduce hours or stop working completely during certain months of the year. This policy may be appealing to mature workers who want to spend the winter months in a warmer climate. It can also benefit company if business is seasonal.

7. Firms that hire former employees as independent contractors may be attractive to older workers in two ways. First, independent contractors may have more control over their schedules, may be able to work less than 40 hours per week, and may be able to telecommute. Second, retired independent contractors are usually more free than employees to access pension benefits (if they have them).

8. Phased retirement plans, such as age-neutral pensions or Deferred Retirement Option Plans (DROPs) make it easier for employees to continue working beyond normal retirement age. Some mature workers would prefer to continue working part-time, but can’t afford to without access to some or all of their retirement benefits. Yet federal law restricts employers’ ability to pay benefits from defined benefits packages. As a result, some companies use formal or informal phased retirement options that get around these restrictions and allow older employees to draw on pension or retirement benefits while continuing to work.

http://iseekinteractive.org/blog/?p=1693

Mature Workers: Use Age to Your Advantage (2)

Wear Just One Hat

While you may have accumulated experience in a number of areas, don’t confuse the reader with all the varied roles and jobs you performed over the years. Focus only on the job title for which you’re applying. Tell the hiring decision-maker what he or she wants to know, and nothing more. Most likely you’ve worn many different hats during your career. If you had experiences thast don’t directly address the job title’s requirements, don’t emphasize them. In fact, remove them from your resume entirely, if possible, as they will only give employers another reason to screen you out, and you don’t want that. This is your story. Tell it your way. Magnify only the aspects of your background that are relevant to your target objective. You want to focus your resume to reflect yourself in the most positive, powerful ways possible.

Modify Your Resume

Take another look at your resume. Ask, “would I hire myself for this position?” Spin your story in your favor by reworking your resume to emphasize your strengths. Make sure everything on it relates in some way to your desired job objective. Drop older job titles. You generally shouldn’t need to show more than 10 years’ work history. Any prior work is most likely irrelevant now and will take the reader off track. Remove college degree dates and other older professional training dates that may go back more than a few years.

Final Thoughts

If you’re an older, experienced worker, you don’t have to take a one-down position in the hiring process. While there will be age discrimination with some employers, you can still stack the deck in your favor. Focus on the employer’s needs and draw from successes in your past to provide solid return-on-investment answers to their questions. Remember, it’s about being honest, but also about emphasizing your strengths rather than magnifying your vulnerabilities. If you do so, you can find a great job regardless of the economy.

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Questions about some of the terminology used in this article? Get more information (definitions and links) on key college, career, and job-search terms by going to our Job-Seeker’s Glossary of Job-Hunting Terms.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Author of Job Search Secrets Unlocked and Paycheck 911, Joe has interviewed on radio talk shows and offers free insider job search secrets.

Source: http://www.transitioning.org/2009/10/15/older-workers-use-your-age-to-your-advantage-joe-turner/

8 Interview Questions & Answers for Older Workers (pt. 2)

"Your resume indicates you have worked at a lot of different places. Can you comment on that?"

• " Each of those positions broadened my knowledge and skill base. Each was a promotion. "
• " It does appear that way, but, in the last 10 years, the economy has been such that mergers have forced a number of us to realize our potential in various environments. " (Always turn a perceived negative into a real positive!)

"You were with your last company for 19 years. Can you change the way you did things?"

• " I am looking for change! "
• " My last company underwent many changes during that time, and I enjoyed trying new things and ideas. " (Show examples whenever possible.)

"We are on the cutting edge of technology. Can you keep up?"
• Again reinforce skills, classes/courses and upgrades you have had. You may need to mention this several times and in as many different ways as possible to overcome their doubt.

"I see you have been a consultant. Does that just mean you were out of work?"
• " My old company brought me back on contract to complete several projects, which I did — and now I want to see if there is something more exciting out there. "
• " I understand lots of people are calling themselves consultants while they look for a new position. " (Laugh — sometimes, it's OK to insert a little bit of levity.)

"What do you think you are worth since you have been in the work world so long?"

• Never respond with a specific dollar amount. Affirm that you have vast skills and experience. Indicate that you are either willing to start over to show them what you bring to the table or deserving of top dollar. Either way, be confident.
• Ask them what dollar amount is allocated for the position in this year's budget.
• Ask if they are offering you the job!

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