Over 50 and Motivated E-Book

Brian E. Howard

• Herausgeber: WriteLife Publishing
• Kategorie: Ratgeber
• Sprache: Englisch

Veröffentlichungsjahr: 2017

Beschreibung

Book Three in Motivated Series by Brian E. Howard.

It happened. It may have been a surprise, or it could have been anticipated, but at this point, what does it matter? You lost your job. Or, the frustrations at your current job have hit the boiling point. You just can’t take it anymore! In either case, change is inevitable. But, you’re over the age of 50 and intellectually or intuitively you know your age could be a factor in your job search. . .and, you are right. There are age-related biases that exist in the job market that will work against you.

According to government statistics, job seekers over 50 encounter more difficulty in getting new jobs and suffer notably longer unemployment than their younger counterparts. But these statistics do not have to apply to you!

First, immediately stop with the worry and negative thinking. You’re in a better position than you think. There are employers out there that not only will hire you, they are looking for you! The key is to find them, sell them on you, and get them to hire you. It’s not as hard as you may think. In the Over 50 and Motivated, Brian E. Howard will teach you a systematic approach for conducting a real-world job search based on years of frontline recruiting experience helping thousands of tenured job seekers just like you. He will teach you how to effectively conduct a job search in today’s job market and techniques to successfully combat age biases. He will show you how to get job offers and your next fulfilling career position!

Help is at your fingertips.

Leseprobe

Over 50 and Motivated!

© 2017 Brian Howard. All rights reserved.

No part of this book may be reproduced in any form or by any means, electronic, mechanical, digital, photocopying, or recording, except for the inclusion in a review, without permission in writing from the publisher.

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The information and recommendations in this book are presented in good faith and for informational purposes only. Every effort has been made to ensure the materials presented are accurate and current. All information is supplied on the condition that the reader or any other person receiving this information will perform their own due diligence and make their own determination as to its suitability for any purpose prior to the use of this information. The purpose of this material is to educate. The author, Brian E. Howard, and/or any affiliated companies, shall have neither liability nor responsibility to any person or entity with respect to loss or damage caused, or alleged to have been caused, directly or indirectly, by the information contained in this book.

Published in the United States by WriteLife Publishing

(An imprint of Boutique of Quality Books Publishing Company)

www.writelife.com

Printed in the United States of America

978-1-60808-162-2 (p)

978-1-60808-163-9 (e)

Library of Congress Control Number: 2017930857

Book design by Robin Krauss, www.bookformatters.com

Cover design by Ellis Dixon, www.ellisdixon.com

First editor: Ty Mall

Second editor: Paige Duke

LinkedIn, the LinkedIn logo, the IN logo and InMail are registered trademarks of LinkedIn Corporation and its affiliates in the United States and/or other countries. Screenshots contained in this book are used for informational and educational purposes.

OTHER BOOKS BY BRIAN E. HOWARD

The Motivated Job Search

The Motivated Networker

The Motivated Job Search Workbook

Motivated Resumes & LinkedIn Profiles

This book is dedicated to every job seeker over fifty who felt fear and uncertainty about their future but persevered. It is dedicated to those who faced the unknown and defeated all biases in their path. This book is written to your success.

Message from the Author

If you are over fifty, you know that looking for a job can be more challenging. Though unspoken, stereotypes, biases, and age-related perceptions are very real in today’s job market. It’s unfair! But they are present, and they will lengthen your job search unless you do something about them. This book contains information and proven strategies to help you defeat those stereotypes and biases, compete successfully against other job seekers (of any age), and shorten your job search.

Given who you are as a professional, what you know, and what you have experienced over the course of your career, you are valuable to an employer. Perhaps more than you might believe.

This is not to say that your job search will be easy. There will be disappointments, setbacks, and adjustments to be made. You will adapt. However, if you believe that employers value job seekers over fifty (they do) and you follow the guidance in this book, you will noticeably shorten your job search and find a fulfilling career position.

Good luck, and to your success!

Brian E. Howard

Table of Contents

Introduction

What You’re Up Against

The Advantages of Your Age

Part I

Getting Your Mind Right before Starting Your Search

Resentment and Bitterness

Keeping a Positive Attitude

Your Career . . . Your Responsibility

Part II

Strategy Is Everything: The Self-Motivated Approach

The Advantages of a Self-Motivated Job Search

The Psychology of Persuasion and Your Job Search

Part III

Things to Know about Your Job Search

Job Search Assessment

Getting off to a Successful Start

More about Job Alerts

How Long Will Your Job Search Take?

Answering Questions about Your Unemployment: Your Exit Statement

Searching for a Job While Employed—The Confidential Job Search

The Age Discrimination in Employment Act

Part IV

Profiling Your Next Career Opportunity—The Target Opportunity Profile

A Passions Inventory

Creating Your Target Opportunity Profile

Step One—Consider Your Career Wish List

Step Two—Identify and Evaluate the Factors

Step Three—Complete Your Profile

Questions to Ask in Interviews

Part V

Essential Job-Search Topics and Tools

Understanding the Employer’s Mindset

Knowing What an Employer Wants in an Open Position

Matching Experience and “Word Clouds”

Transferable Job Skills and Professional Qualities

The Sum Total

Success Stories

Branding

Word Choice

Branding Is Important

Elevator Speech

Business Cards

Impactful Resumes

Do Job Seekers Need a Resume AND a LinkedIn Profile?

What a Resume is NOT

Time is of the Essence

Your Resume is Your Marketing Brochure

Use of Keywords

Resume Formats

The Dateless (Ageless) Resume

Parts of a Resume

Use of Recommendations on a Resume

Information NOT to be Included on a Resume

Testing the Impact of Your Resume

QR Codes

Attaching Your Resume to your Online Profile

Dealing with Employment Gaps on a Resume

Creating Your Own Resume

LinkedIn

Use of Keywords

Your LinkedIn Profile-Sections

Keep your Profile Current

Customize your LinkedIn URL

Introducing LinkedIn Optimization

How does it work . . . How does an HR Recruiter use LinkedIn to find candidates?

The Goal of Optimization

Keyword Location

Keyword Stuffing

Completeness

Connections

Compelling

Put it to the Test

Strategies for your LinkedIn Profile when you are unemployed

Which Strategy would be best for you?

Job Alerts

The Open Candidates feature on LinkedIn

Consider Upgrading your LinkedIn Account

Measuring the Effectiveness of Your LinkedIn Profile

What do you do with your LinkedIn profile after you get a new job?

Part VI

Cover Letters and Other Written Communications

Types of Cover Letters

The Cover Letter Success Formula

Cover Letters and Career Transition SEALs

Cover Letters and Recruiters

Thank-You Letters

Part VII

Professional Networking

Hidden Job Market

Networking

Fear of Networking

Why Networking Is So Effective

Types of Networks

Evaluating the Strength and Quality of Your Network

Who to Connect and Network With

LinkedIn

Create Your Professional “Cabinet”

Create Your Sales Company

The Peripheral and Pruning

Spreading the Word—Asking for Help

Networking in a Local Market for a Local Position

Get Busy! (And Keep Momentum in Networking)

Maintaining Your Network

Professional Associations

Association/Industry Conferences

Icebreaker Questions for Conferences and Events

Goals of the Networking Conversation

Face-to-Face Networking as an Introvert

Part VIII

Social Media and Networking: Twitter and Facebook

Twitter

Facebook

A Caution about Online Networking/Posting

What Employers Find on Social Media

Part IX

Working with Recruiters

What Recruiters Can and Cannot Do for You

Retainer and Contingency Search Firms

Contract or Project Firms

How to Find Recruiters

Calling Hiring Executives

Calling Your Colleagues in the Industry

Researching LinkedIn and the Internet

Contacting a Recruiter

Finding a Recruiter Who Can Help You

Some Final Advice Regarding Recruiters

Part X

Proactively Marketing Your Professional Credentials

The Work

Determine Your Target Employers

Identify the Hiring Executive

Research the Hiring Executive’s Email Address

Using the Telephone

The Positive Impact of Using the Phone

Excuses for Not Using the Phone in a Job Search

Getting Started: Making Calls

Phone Zone

Phone Phear: The Pre-Game Jitters

The Marketing Call Script

Objections

Ask One Question after the Objections

Rejection

Screening

Voicemail

Email Marketing Your Professional Credentials

Sending Your Marketing Emails

Email Marketing through LinkedIn

Follow-Up Calls

Drip-Email Marketing

The Research Interview

Using Videos or YouTube in Your Job Search

When All Else Fails . . .

Where to Spend Your Time and Effort

Part XI

Interviewing

How Much Are Interviews Worth?

How an Employer Views an Interview

Can You Do the Job?

Will You Do the Job?

Will Your Performance Have a Positive Impact on Company Goals?

Do You Fit In?

Are You Affordable?

Strategy for a Successful Interview

Strategy for Opening the Interview

First Impressions

Interviews: Progression

Interview Preparation

Interview Formats

Practice Interviews

Answering Traditional Interview Questions: The UPAC Method

Telephone Interview

The Unannounced Telephone Interview

Webcam or Skype Interviews

Screening Interview Conducted by a Human Resources Representative

Meal Interview

Behavioral Interview

Preparing for and Answering Behavioral Interview Questions

Common Competencies Covered by Behavioral Interview Questions

Your Interview Wardrobe

Interviews with Potential Peers or Subordinates

Explaining a Job Termination in an Interview

Explaining Employment Gaps or Long-Term Unemployment

Explaining Job Hops in an Interview

Tough Questions Made Easy

Handling the Money Question

Closing the Interview

General Interview Tips

Debrief Yourself

Write a Thank-You Letter

Second and Home-Office Interview Strategies

Common Interview Mistakes

Game-Day Tactics

Strategy for a Successful Interview

Not Getting the Job: Handling the Rejection

Hiring Timeline: A Longer Process

Part XII

Unique Tactics That Create Differentiation

Brag Book

When to Present the Brag Book

Career Summary Sheet

Testimonial Sheet

Action Plan

Advanced Techniques to Create Differentiation

Personal Website

A Blog

Infographic Resume

Part XIII

References

Choose Your References Wisely

References and a Secret Job Search

Unsolicited Third-Party Affirmation

Part XIV

Evaluating and Negotiating a Job Offer

Never Play Hardball

Ten Steps for Evaluating and Negotiating an Offer: The WITS Approach

Negotiations Fail

Declining an Offer of Employment

Negotiation Mistakes

Final Thoughts on Successful Negotiation

Part XV

Resignation and Counter offers

Resignation

Counter offers

Financial

Promotional

Emotional

Preemptive

Career Hazards of Accepting a Counter offer

Detachment: A Technique to Defuse the Emotions of Resignation

Part XVI

Covenants-Not-To-Compete and Non-Solicitation Agreements

Definitions of a Covenant-Not-To-Compete and a Non-Solicitation Agreement

Where They Appear

Determining Which Kind of Agreement You Have

Enforceability

Reasonable in Scope, Space, and Time

Employer’s Reactions to Breaches of Agreement

Right-to-Work States

Practical Application—Effects of These Agreements on Your Job Search

Part XVII

Working Successfully for a Younger Boss

Part XVIII

How to Relaunch a Stagnant Job Search

Part XIX

Hire Yourself—Becoming a Consultant or Opening a Franchise

Opening a Consulting Practice

Job-Search Strategy: Offering Yourself as a Consultant

Opening a Franchise

Part XX

A Personal Letter to You about Career Management

Appendix A: Success Story Worksheet and Samples

Appendix B: Sample Resumes

Appendix C: Sample Letters

Bibliography

Introduction

Don’t bunt. Aim out of the ballpark. Aim for the company of immortals.

David Ogilvy1

This job-search book is written for professionals over fifty years of age who desire to take control of their job search and commit to the work necessary to succeed. Tenured professionals over fifty face unique job-search challenges. Stereotypes, biases, and age-related perceptions make finding a fulfilling career position more difficult. This book tackles those issues head-on and provides a proven methodology to get you a job (the job you want) in the shortest amount of time possible.

There are several advantages of your age, more of which will be discussed later in this book. For now, keep in mind that if you are like most over-fifty job seekers, you are:

Stable—emotionally balanced and even-keeled.

Experienced—you have done and seen things that only time and living can bring.

Accomplished—you have achieved and brought ROI (Return On Investment) and value to previous employers.

Loyal—you know what it means to stick around. Job seekers over fifty stay in positions up to three times longer than their younger counterparts.2 This is valued by employers because it saves time and money.

This makes you a SEAL—stable, experienced, accomplished, and loyal. We will use the acronym SEAL throughout this book when referring to job seekers over the age of fifty.

By loose correlation, the US Navy SEALs—a premier special forces unit—also have these qualities of being stable, experienced, accomplished, and loyal. Consider adopting the attitude of being a premier job seeker—a SEAL!

As you read this book, have a highlighter and a pen available. Highlight concepts you want to remember. Write in the margins. Dog-ear or electronically bookmark pages. Use a notepad to write down thoughts and to-do’s as they occur to you. Then, after your job search is underway, review this book to stay motivated and on track. Be careful! It is easy during a job search to cross the line from being productive to just doing busywork disguised as being productive. Ask yourself: Am I being productive with my time and effort, or am I just doing busywork, thinking that I am being productive? You’ll know the answer.

Pay particular attention to the SEAL Icon throughout this book. These useful insights, powerful job-search concepts, and techniques are specifically designed for you, as a SEAL, to combat the stereotypes and age biases you may face in your job search.

Above all, remember that a successful job search is all about presenting yourself in a professional manner, engaging in conversations with those who can help and hire you, and providing real-life examples of your skills and accomplishments.

What You’re Up Against

Well . . . here you are. You’re over fifty and engaged in a job search. You might be unemployed, anticipating a company change that could affect your job, or needing to make a career move. Either intellectually or intuitively, you know that finding new employment as a SEAL (job seeker over fifty) poses new job-search challenges. And you would be right. There are stereotypes, biases, and age-related perceptions that could be held against you. Ageism is real in today’s job market.

According to US government studies, job seekers over fifty are penalized for their age when looking for new employment. A SEAL “is likely to be unemployed for 5.8 weeks longer than someone between the ages of 30 and 49, and 10.6 weeks longer than people between the ages of 20 and 29.”3 And here’s something more disheartening: “the odds of being re-employed decrease by 2.6 percent for each one-year increase in age.”4 What are the underlying causes of these statistics? Here is a list of the ten major biases that SEALs most commonly come up against during a job search:

A bad attitude—No hiring executive on the planet wants to hire “an attitude problem.” Poor attitudes can spread like a cancer in a department or company and destroy productivity and company culture.

The perception is many job seekers over fifty are bitter, resentful, and have a chip on their shoulder as a result of their current employment situation. They hold a grudge, are cynical, and don’t trust management or the ownership group.

Not only will a bad attitude make your job search more difficult, it can seriously damage your employment tenure when you do get a job. According to research reported in Forbes, of twenty thousand new hires, 46 percent failed within eighteen months. Of those who failed, 89 percent were not terminated because of skills, but rather their poor attitude.5

Inflexible—This is the perception that you are stuck in your ways, stubborn, intellectually closed-minded to new ways of thinking, not innovative, and resistant to doing things differently—because of what worked for you previously, or another reason.6 This can be especially true if you were in your last position for a long time or with the same company for a long time.

Tired—The perception here is after twenty-five-plus years in your career, you have low energy, have been beaten down, and lack the enthusiasm to do the job.

On cruise control to retirement—Closely related to low energy is the bias that you are only willing to work long or hard enough until retirement arrives. The perception here is you are not fully committed to succeeding in a position, won’t give it your all, and will just draw a paycheck and do only the minimum (or a little more) to keep your job while you pass the time.

Poor technology skills—Depending upon your circumstances, this bias could be accurate. For some SEALs, staying current or learning new technology was not required. You had assistants or others help you or do it for you. If you are unemployed, now would be a good time to get up to speed on the new (or necessary) technology for your industry. Evening classes or online classes should not greatly interfere with your daytime job search.

Entitlement mentality—This is the feeling that your experience and knowledge entitles you to treatment above what “lesser” employees receive, whatever what you “deserve” may be. The perception here is that you will not roll up your sleeves and do the job yourself but would rather direct others regarding what to do, or delegate duties to them.

Poor cultural fit—This bias is based on the fear that you will not get along with younger employees. Employers want to avoid disruptions and interpersonal relationship problems in the employee ranks. Too often they homogenize their employees in the hopes that everyone will get along because they are all similar (younger).

Difficulty reporting to a younger boss—This perception is that your ego will get in the way of succeeding in the position, and that you will resent reporting to or being judged or evaluated by someone notably younger. This in turn feeds the fear that productivity and good company culture will suffer as a result.

Lacking communication skills—This bias is that SEALs are long-winded, repetitive, and that they constantly compare the present to the past and only perceive things in light of “the way things used to be” and “the good old days.”

Out-of-date appearance—This bias has two components—physical body and clothing. Some of us SEALs have let ourselves become . . . uh, less than physically fit, feeding the perception that all SEALs are lazy, listless, and will need more sick days. And for some of us, it’s time for some conservative yet stylish new clothes. Presenting yourself in old, worn clothes is unimpressive regardless of age.

Requires higher compensation and benefits—SEALs are viewed as expensive hires. Many have received promotions over the course of their careers with increases in compensation and benefits. As a result, their lifestyles—as well as the expenses to maintain them—increased. The bias is because these job seekers are exceedingly more expensive to hire (than younger professionals), it might be better to pass them up for somebody else.

These biased perceptions can be an obstacle in your job search. And, yes, they are unfair.

Some SEALs (not all) inflict upon themselves other biases and obstacles—in addition to physical appearance, or being unaware of and therefore unable to anticipate and defeat the age bias—that make their job search more difficult. Many of these topics will be covered later in this book. They are:

Bad attitude—this was mentioned as a bias previously, but it’s worth mentioning again because it plagues so many SEALs. Leaving a bad attitude behind is very important.

Lack of understanding and commitment to their job search—including being unaware of changes in job-search methods or lacking the desire to succeed.

Over-reliance on online job postings—which are often viewed as one of the most ineffective ways to find a new job. A self-motivated and proactive approach, mentioned later, will lead to success much faster.

Underuse of LinkedIn—most SEALs have weak or nonexistent profiles.

Poor resume—using an out-of-date or poorly formatted document.

Resisting networking—being hesitant to reach out to others.

Unwilling to proactively market their professional credentials—nervous about proactively contacting companies that could hire them.

Weak interview skills—rusty, outdated, or ineffective approaches to interviewing.

Unprofessional appearance and attire—being out of shape and/or wearing outdated clothing.

Ignoring the age bias—failing to appreciate that “age bias” (ageism) is real and not knowing how to defeat it.

As you read these lists and consider the statistics and other obstacles, you might feel the cards are stacked against you. They’re not. Some of the biases you can easily defeat—for example, you’re energetic and passionate about work (now you just have to convince the hiring executive). Some biases are not an issue and don’t even enter the mind of the hiring executive. So don’t worry about the list and the statistics! They are presented to educate you. In the chapters that follow, you will learn other unique and innovative techniques to meet these biases head-on and defeat them.

Besides, there’s great news to come! There are massive, real-life advantages to your age where your job search is concerned.

The Advantages of Your Age

Now for the good news. There are far more advantages than biases related to your age and experience—not only in number, but also in the depth of their value to an employer (despite negative statistics). In fact, according to one study conducted by Adecco, an international firm specializing in employment consulting and research, if an employer was given a choice between hiring a millennial (someone born between 1981 and 2000) or a job seeker over fifty, 60 percent would hire the SEAL.7 Below is a non-exhaustive list of advantages your tenure provides you that far outweigh any age biases:

Judgment—One of the advantages of tenure is the ability to judge and evaluate situations. You keep your cool during a crisis (perceived or real). You have insight based on experience. Employers value a cool head during stressful times.

Reliability—Job seekers over fifty tend to be more reliable than younger employees. You are more punctual and have less absenteeism. Employers value someone they can count on.8

Work Ethic—A growing number of employers are discovering that SEALs demonstrate a “stronger work ethic” than their younger counterparts.9 This trend flies in the face of the previously accepted bias that SEALs are tired and on cruise control to retirement. You don’t need someone looking over your shoulder, because you require less supervision and know what’s expected—results. Many SEALs (especially those who went through challenging job searches) have also learned to be appreciative when they have a job and don’t want to risk losing it.

Critical Thinking—Hiring executives often experience that SEALs are good at problem solving.10 This is closely aligned with having good judgment. Having frequently “been there, done that,” you know how to take apart problems, analyze options and solutions, and implement a plan of attack. This gets problems solved quicker and more cost effectively. SEALs are confident in the decisions they make and don’t need unnecessary guidance. They focus and execute to move projects forward.

Reading People—During the course of your twenty-five-plus-year career, you have probably encountered thousands of people. You know that people’s attitudes and behaviors are motivated by something. Your experience often tells you what that “something” is, and you use that insight to make business decisions.

Networking—If you have been active in your industry and kept up with your network, this can be a big advantage. You can reach out, likely to other tenured professionals, and get information far more quickly and effectively than others, including younger job seekers whose network may not be as broad, deep, or knowledgeable.

Market Knowledge—Hiring executives often come to realize SEALs have superior knowledge and skill compared to younger workers.11 This comes in two forms. If you remain in the same industry, you understand the products, services, processes, and competitors within that industry. You have market insight that only experience can give. The other form of market knowledge is business acumen. You know how business works. You understand that you must provide value to your employer12 or you risk losing your job.

Commitment to Quality—Most SEALs want to do the job right; they want to achieve quality results the right way. This is highly valued by employers.

Professionalism—Due to your experience and tenure, you know how to conduct yourself as a professional more so than younger workers.13 This includes the use of your knowledge, integrity, image, and more. It is the totality of all things in your career used and presented in a visible, professional way.

Wisdom—Setting aside the dictionary definition, SEALs have a unique combination of knowledge and experience. Knowledge without experience is just facts (book learning). Experience without knowledge is just time. But together, that’s wisdom. Enlightened employers value that in the workplace.

Stable—Being over fifty often means your personal life is more settled. You tend to have fewer life crises, family distractions, and so on, which allows you to focus and be a more productive employee.

Experienced—You often understand why things have developed over time, and you have been through more situations.

Accomplished—You have brought ROI (Return On Investment) and value to previous employers.

Loyal—You know the value of sticking around. On average, SEALs stay in their jobs longer than their younger counterparts.14 This is a tremendous cost savings to employers in hiring and training.

There are many more advantages to your age, some of which may be unique to you and may occur to you as your job search progresses. Write down these advantages, think about how they can positively impact your job search, and use them. You will find out these advantages are real and have true value (they will make or save a company money).15 The age biases, in many cases, are just perceptions that you can overcome by educating hiring executives about your background and accomplishments, and by properly using the techniques in this book.

When you think about it, you should feel reasonably optimistic about the prospects of your job search and what you can offer an employer!

__________

1 “David Ogilvy Quotable Quote,” Goodreads, http://www.goodreads.com/quotes/262108-don-t-bunt-aim-out-of-the-ballpark-aimfor-the (accessed March 28, 2016).

2 Dugan, Dawn. “10 Tips for Job Hunters Over 50: How Older Workers Can Better Overcome Obstacles to Getting Hired,” Salary.com, http://www.salary.com/10-tips-for-job-hunters-over-50/ (accessed March 28, 2016).

3 Brenoff, Ann. “Older Workers Stay Unemployed Much Longer Than Younger Ones, Study Says,” Huffington Post, June 17, 2015, http://www.huffingtonpost.com/2015/06/17/finding-a-job-after-50-study_n_7603590.html (accessed March 28, 2016); See also, US Department of Labor, Bureau of Labor Statistics, “Displaced Workers Summary,” news release, August 26, 2014, http://www.bls.gov/news.release/disp.nr0.htm (accessed March 28, 2016).

4 Brenoff, ibid; See also, US Department of Labor, “Displaced Workers.”

5 Murphy, Mark. Interview by Dan Schawbel, “Hire for Attitude,” Forbes, January 23, 2012, http://www.forbes.com/sites/danschawbel/2012/01/23/89-of-new-hires-fail-because-of-their-attitude/#425a5f366742 (accessed March 28, 2016).

6 See also, Dugan, “10 Tips.”

7 Adams, Susan. “Older Workers, There’s Hope: Study Finds Employers Like You Better Than Millennials,” Forbes, September 24, 2012, http://www.forbes.com/sites/susanadams/2012/09/24/older-workers-theres-hope-study-finds-employers-like-you-better-than-millennials/#658b87014aa6 (accessed February 4, 2016).

8 Ibid., and Society for Human Resource Management, “Executive Summary: Preparing for an Aging Workforce,” https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/14-0765%20Executive%20Briefing%20Aging%20Workforce%20v4.pdf p. 6, (accessed February 4, 2016).

9 Society for Human Resource Management, “Executive Summary,” p. 6.

10 Ibid., and Adams, “Older Workers, There’s Hope.”

11 Society for Human Resource Management, “Executive Summary,” p. 6.

12 Whitcomb, Susan Britton. Job Search Magic: Insider Secrets from America’s Career and Life Coach. (Indianapolis, IN: JIST Works, 2006), p. 274, 289.

13 Society for Human Resource Management, “Executive Summary,” p. 6.

14 Dugan, “10 Tips.”

15 Whitcomb, Job Search Magic, Chapter 11, “Tap the Hidden Job Market with a Targeted Search,” p. 274–275.

Part I

Getting Your Mind Right before Starting Your Search

Resentment and Bitterness

It takes a lot of courage to release the familiar and seemingly secure, to embrace the new. But there is no real security in what is no longer meaningful.

—Alan Cohen16

We need to talk about emotions, because having the right frame of mind is crucial to a successful job search. If you lost your job unexpectedly, you know it means more than just losing your paycheck. It can mean possible embarrassment, having feelings of emptiness or of no longer being productive, a huge change in your daily routine, and loss of identity, self-esteem, and sense of purpose. It can mean losing friendships with those at work and feeling that your situation has become too much to handle. It’s a jolt, and there’s a lot to process, especially emotions. It’s okay to cry . . . more than once if you have the feelings to do so. Let the emotions out—don’t bottle them up.

Harboring negative feelings (including holding grudges) about your employment situation will negatively impact your job search. A poor attitude or an unintended slip of the tongue in an interview will generally dissuade many employers from hiring you. Employers will not knowingly hire someone who can poison company culture with an attitude problem.

Setting aside clinical psychology, holding a grudge harms you mentally and physically as well. As difficult as it is, you must take steps to “let it go.” Here is some layman’s advice to get you thinking and moving in the right direction:

Releasing your feelings of resentment and bitterness is a process, not an event. But you must begin by intellectually and emotionally moving on from the pain that has been inflicted into the future of a fulfilling new career position. The longer you wallow in self-pity, the longer you will obsess and continue to have intense, negative feelings. It’s fine to take time to vent; in fact, it’s healthy to do so. But don’t get stuck and dwell on the past. At some point you must take steps to move forward.

One helpful technique is to write about your feelings. Don’t hold back. Write how you feel. Write what you wish you would have said to your former boss and others. Write about anything that bothers you. Do this repeatedly if you feel you need to—it’s okay. Getting it down on paper releases the mental pressure inside you, helps relieve the bad, obsessive thoughts in your head, and prevents you from repeating those thoughts.

You are a mature adult, and you know that holding on and obsessing only continues to force out good feelings, joys of life, and family. Obsessing also clouds your thinking about your future career fulfillment. When you’re thinking “bad,” you can’t be thinking “good.” Open your mind and your heart to the value of releasing the resentment and bitterness. Ask yourself, “What will I gain by letting go of these bad feelings?” (The answer is “plenty!”) Once you do, you will begin to feel lighter, energized, and more optimistic about the tasks of your job search.

Actively choose a new way of thinking, a fresh outlook, and a better attitude. Do what you can to think differently. Try to fill your mind with positive thoughts (more on that later).

Take active steps in your job search using the techniques in this book. This will help lessen the feelings of resentment about the past and move you to optimism about your future. “Act your way into right thinking,”17 as the saying goes.

Stop viewing yourself as a victim. That is a defeatist attitude. Instead, see your situation as a blessing . . . an opportunity to write the next chapter in your life! What’s the story going to be? You can control much of what happens, but you will diminish your career fulfillment (your story) if you cling to resentment and bitterness.

Besides the mental torture resentment and bitterness can bring, “Feeling bitter interferes with the body’s hormonal and immune systems, according to Carsten Wrosch, an associate professor of psychology at Concordia University in Montreal . . .”18 Not only that, but “studies have shown that bitter, angry people have higher blood pressure and heart rate and are more likely to die of heart disease and other illnesses.”19 You’re already over fifty. Why invite more physical ailments into your life?

Here’s the best way to put it: “Resentment is like taking poison and waiting for the other person [such as a former employer] to die.”20

If you believe you have significant feelings that are holding you back from beginning your search and a professional therapist would be helpful, by all means seek help. There’s no shame in that. Getting over these emotional hurdles is important, and the sooner you can clear them, the sooner you can meaningfully pursue your job search.

Keeping a Positive Attitude

Always bear in mind that your own resolution to succeed is more important than any other one thing.

—Abraham Lincoln21

Looking for a job is work . . . at times, very hard work, both physically and emotionally.

Despite the best job-search strategies, it’s disheartening not to receive a job offer after making networking contacts, sending resumes, and going on interviews. The process can take a toll on your self-image and self-worth. And, of course, if you are unemployed, the financial hardship of little or no income with bills to pay can be difficult as well.

We’ve talked about how to get bad feelings out of your life so you can move forward with your job search. Now let’s talk a little more about how to put good feelings in. Stacey A. Thompson is a certified career coach and marketing professional with more than twenty years of experience in marketing communications, public relations, and business writing. She is also the founder of Virtues for Life, a website designed to inspire and coach people in the daily practice of virtues. She has written about insightful virtues to practice during a job search.

These tips can be found on her website:

1. Faith. Having faith that you will find a job and really believing this in your heart—even when there is no evidence that this is true—is an enlightened way of thinking. Part of such faith is the understanding that whatever happens, there is a good reason for it, even if you don’t know it at the time. As the saying goes, “Everything happens for a reason.” Who would have thought that when you got laid off from your last job it would lead to a more fulfilling and joyful career? It can happen. Or it can catapult you into your own business. That happens more often than you might think. No matter how much you may dislike something that happened to you, having faith in the journey of life and what it may hold will help you to free yourself from worry and fear.

2. Perseverance. As weeks or even months pass, job searching may take a toll on your willpower. You also may feel that you can’t look at one more job posting, make one more phone call, type one more cover letter, or attend one more networking event. But the mindset it takes for a runner to finish a marathon—uphill in the rain—is what it takes to land a job. Keeping your eye on the goal and becoming unstoppable in the quest for professionally satisfying employment can mean the difference between success and failure. No matter how many times you get rejected, how much you are suffering financially, or how fed up you become, persevering will get you a job.

3. Courage. It takes great courage to keep trying and sticking your neck out there to find a job even when the results seem futile. But practicing courage helps you to press on as you market yourself, write cover letters, attend networking functions (where you know no one), and face interview after interview to eventually achieve your career goals.

4. Confidence. While the job search continues and more rejection follows, your confidence can suffer even more. But understanding that rejection is part of the process and is not personal can make you stronger and more resilient. It’s easy to lose sight of your talents, strengths, and experiences when you receive little validation or acknowledgment. Focusing on your abilities and the value you will add to potential employers will boost and maintain your confidence. Posting daily reminders or repeating affirmations to yourself relating to your abilities and your value as a person, or visualizing yourself happy and fulfilled in your next job can help you stay motivated and confident.

5. Gratitude. The practice of gratitude can have a significant impact on a person’s well-being. There is always something to be grateful for in life. It isn’t always easy to see this, especially during hard times, but being thankful for the many blessings and simple pleasures of life will make you happier. Grateful people—according to scientific research—experience higher levels of positive emotions, cope better with stress, recover more quickly from illness, and benefit from greater physical health. Having an attitude of gratitude shifts our mental focus from negative to positive. Positive thinking, as we well know, has transformative powers. Practicing gratitude in life and during the job search is a powerful tool we can use to help prevent negative emotions, focus our thoughts on what is working in life, and make positive change. There may come a time or a day when you feel all is lost in regard to your job search. Before this happens, write a gratitude list of all the things that you have, including all the experiences, all the people, and everything in your life that you are grateful for. Write this list, review it, and continue adding to it. You will be surprised how it will lift your spirits and actually motivate you to persevere. Remember, “This too shall pass.”

6. Hope. Without hope, finding a job would be next to impossible. Hope is the fuel to keep you going in the darkest of times, the feeling that your next job is right around the corner and it’s just a matter of time until you find the right position. Remain hopeful by thinking about what’s possible for you and your career, and not on what’s not happening for you. Every part of the job search has value, even if it doesn’t feel that way. Through the practice of hope, our journey becomes lighter as we shift our focus from hardships to wishes.22

Being mindful of these virtues will help you stay emotionally centered during the ups and downs of your job search. They can inspire and motivate you. However, a job search always requires action. It has been written, “faith without action is dead.”23

Throughout your job search, there are ultimately three things in your control: effort, attitude, and beliefs. This includes how many hours/days per week you devote to your search, how many times you will network per day or week (whether calling or emailing), and more. Be productive with your effort, stay positive, and believe in yourself!

Your Career . . . Your Responsibility

What is a career? Really, it’s a series of experiences in your professional working life. It is your responsibility to make your career as fulfilling as possible, whether you intend to work five more years or twenty more years.

As you move forward as a SEAL, here are some career perspectives to consider adopting. They should add clarity, understanding, and perception to your view of your career. These perspectives are:

1. I am solely responsible for my career success. You took the initiative and put in years of hard work to get where you are. Own your career by guiding and directing your job-search pursuits.24 Conducting a professional and effective job search (from opportunity profiling and your resume, to the interview process, negotiating an offer, and more) is part of your success and responsibility as well.

2. It is my responsibility to enhance my value proposition. As a SEAL, you can’t fall out of touch or fall behind. Your experience tells you that all industries and all functions within industries evolve, advance, and change. It is your responsibility to your career to stay current and enhance your skills. This can be especially true with technology-focused careers.

3. I must deliver an ROI (Return on Investment). It is your responsibility to bring value to your employer. As a SEAL, you know that not delivering value to your employer can negatively impact your job security.25

4. I am responsible for my work-life balance. Work and career are important, but so are family, friends, and living a fulfilling life outside work. You control where you place your priorities.26

5. It is my responsibility to stay informed about the financial health and well-being of my employer and the industry in which I work. For some SEALs, being uninformed had significant and negative career ramifications. Always be informed and aware of how your employer is doing. Look around. Is your employer investing in the company, technology, people, and/or other resources? Are people leaving? Is there expansion and hiring? Is the industry contracting or expanding? Are there new competitors (a possible sign of a healthy industry)? How are other competitors doing? Read about your company (for publicly traded companies, take a look at the annual report). Ask a stockbroker to assess your company or industry. As you know, SEALs are more vulnerable to organizational changes. Job searches usually take longer. Do your best to stay informed and stay ahead of possible negative career events. Make changes as needed.

6. Change is inevitable in my career. How I respond to change is completely within my control. Despite your best knowledge and foresight, unforeseen things will happen in your career. Merger. Acquisition. Reorganization. Layoffs. Downsizing. Promotions! Change often creates opportunities you can capitalize upon if you have perspective, knowledge, a positive attitude, and focused effort. All SEALs know that change often comes with a natural level of discomfort, uncertainty, and a dose of anxiety. But all SEALs also know that change frequently accompanies growth, which is the gift of change.

A STORY OF INSPIRATION

It was an emotional time. I was sixty and out of work. Internal questions bombarded me. Who am I? What do I want to do? When should I start?

My initial thought was to take a few weeks off, that I deserved it because it had been a rough year. It didn’t take long before I recognized that I could easily become my own worst enemy when it came to looking for a job. Luckily I came to my senses and saw the “time off” ploy for exactly what it was—procrastination, the evil to all things.

Once I overcame the inclination to procrastinate, I knew I needed to get organized and get a plan. I started thinking about defining myself, what I wanted to do, how to present myself, where to present myself, and how diligent I was going to be in my pursuit of a job.

I’m classically trained in French cooking so I went to my training basics and acknowledged that I needed to do my Mis en Place (culinary term for “putting in place” or “everything in its place”).

I started a list of what I needed to “put in place” before beginning my job search:

• Resume

- It needed rewriting, but in what style?

- What updates did it need to get ready for the company(ies) I wanted to target?

- Did it represent well for the employers (field) that I was targeting?

• Cover Letter

- Did I have a killer cover letter that I could tweak for each company I was going to apply to?

• What else did I need before putting myself out there?

- I wasn’t sure so I started looking for resources that could help me. I found The Motivated Job Search by Brian E. Howard and it became my blueprint for getting organized and in the right mind set. [Editor’s note: The Motivated Job Search is the first book in the Motivated Series and a forerunner to this book].

Once I was in the right mindset, had a strong resource, and became organized, the last step for me was to understand that I now had a full-time job to find a job that I desired. So, I set up office hours to work at that goal, and it all paid off. I am once again happily and gainfully employed.

My advice is to recognize procrastination or fear and face them head on. Don’t concentrate on your age but on your experience and skill set. Get your mind around what you want to do going forward and what it will take to make that happen. Find good resources to guide you on the task, get organized, and then set up shop and make getting a job your full-time job until you too are once again happily and gainfully employed.

G.L.

Age 60

__________

16 “Alan Cohen Quotable Quote,” Goodreads, http://www.goodreads.com/quotes/46591-it-takes-a-lot-of-courage-to-release-the-familiar (accessed April 12, 2016).

17 “Bill Wilson Quotable Quote,” Goodreads, http://www.goodreads.com/quotes/805288-you-can-t-think-your-way-into-right-actionbut-you (accessed February 5, 2016).

18 Cohen, Elizabeth. “Blaming Others Can Ruin Your Health,” CNN.com, August 18, 2011, http://www.cnn.com/2011/HEALTH/08/17/bitter.resentful.ep/ (accessed February 5, 2016).

19 Ibid.

20 “Malachy McCourt Quotes,” Goodreads, http://www.goodreads.com/author/quotes/3373.Malachy_McCourt (accessed February 5, 2016).

21 “Lincoln’s Advice to Lawyers,” Abraham Lincoln’s letter to Isham Reavis, November 5, 1855, Abraham Lincoln Online, http://www.abrahamlincolnonline.org/lincoln/speeches/law.htm (accessed May 27, 2015).

22 Thompson, Stacey A. “6 Virtues to Practice for Job Search Success,” Virtues for Life, http://www.virtuesforlife.com/6-virtues-to-practice-for-job-search-success/ (accessed June 1, 2015).

23 “In the same way, faith by itself, if it is not accompanied by action, is dead” (James 2:17, NIV).

24 “Proactive Career Planning at Any Age,” Aequus Wealth Management Resources, http://www.aequuswealth.com/newsletter/article/proactive_career_planning_at_any_age (accessed July 10, 2015).

25 See also, Whitcomb, Job Search Magic, p. 12–13.

26 See also, Yate, Martin John. Knock ’em Dead Social Networking for Job Search and Professional Success. (Avon, MA: Adams Media, 2014), p. 246.

Part II

Strategy Is Everything: The Self-Motivated Approach

Plans are only good intentions unless they immediately degenerate into hard work.

—Peter F. Drucker27

The Advantages of a Self-Motivated Job Search

There are two ways to conduct a job search: self-motivated or passive. Being passive in a job search is similar to using a saw to do a hammer’s work—it’s ineffective, makes the job (your search) longer, and may result in failure. The passive search bases all sense of direction on jobs posted on the Internet. In contrast, the self-motivated method is both effective and efficient, making it the best way to conduct a job search. Why? This method is proactive—the job seeker actively engages the job market to discover opportunities where their skills and competencies bring the greatest value to an employer. There are several distinct advantages of conducting a self-motivated job search that help you get a job more effectively.28 These advantages can also help you get the job offer you want. These advantages include:

Hidden Job Market

A self-motivated job search will tap the Hidden Job Market, uncovering unadvertised positions.29 Statistically speaking, 75 to 80 percent of all open jobs are not advertised.30 Instead of searching passively, you’ll proactively engage the job market by networking and contacting target companies to create your own pipeline of opportunities with as many leads as your well-planned efforts can produce.31

Solution/Value Proposition

Your professional value proposition is the totality of your education, experience, and other intangible factors that an employer views as valuable to the company. When you present yourself as a solution to a hiring need, this professional picture of you sparks the employer’s interest and motivates them to evaluate the benefits and costs of making you an employee of the company. You will discover how to transform information about the company, products, services, executives, industry, company news releases, and so on into messages to the hiring executive of how you can prevent, solve, or divert a business problem.32

In the end, your value proposition must make or save the company money beyond the costs of hiring you and keeping you as an employee (leading to positive return on investment, or ROI).33

Attitude/Confidence

A self-motivated job search puts you in control. Rather than being at the whim of posted job openings, you make things happen. This will keep your attitude about your job search positive, helping build confidence and self-image. Believe it—maintaining a positive attitude and showing confidence is a big deal, and being proactive will keep things moving forward.34 It’s likely you won’t fall victim to the negative emotions a stale job search may bring if you’re feeling good about how your search is progressing.

Direct Contact with Hiring Executives

One of the keys to landing job offers is getting hiring executive(s) inspired about your background and the benefits you can bring to the company. Enlisting a champion for your cause will significantly increase your odds of securing more interviews and job offers.35

Networking

Networking is proactively reaching out to others in your professional and personal database, both online and face-to-face, offering yourself as a resource to help others, knowing that they will do what they can to help you in return. Networking keeps you engaged with others and with the events, news, and emerging trends in your industry. Networking will include reaching out to your contacts in a variety of settings, including LinkedIn, your local Chamber of Commerce, professional associations, and civic and philanthropic organizations, among others. Networking creates relationships. Your next job will likely be as a result of “people, talking to people, about people.” It’s estimated that from 60–80 percent of jobs are filled by networking.36

Referrals

As your networking expands and your relationships mature, you will receive a steady flow of referrals and recommendations from colleagues, insider-employees, former bosses, and others. Your reputation and sphere of influence will grow, and you will gain the inside track regarding open positions.

Competition

It’s no secret that in today’s market, job positions teem with competing candidates, all with the same goal: to be hired. However, in a self-motivated search, you could precede the stampede and become one of just a handful of referred or recommended candidates, or in some cases the only job seeker under consideration, minimizing competition.

Direct Insider Information

You will quickly learn what the hiring executive wants from the person filling a position. This invaluable information allows you to focus your background and achievements to fulfill those expectations.

Rapport

A self-motivated job search encourages building rapport. If you are introduced to a hiring executive by a referral from your network, you may be able to speak with others who know the individual. They can give you valuable insight on personality, hot buttons, and so on. And if the executive is the decision maker for hiring, you avoid Human Resources, sometimes until after you’re hired.

A self-motivated job search is a great approach for a SEAL. This approach gets you moving, thinking, reaching out to others, and working toward your future. It puts you in control and boosts your attitude and job-search confidence. This approach also helps defeat age-related biases and obstacles that some SEALs may put in their own way to make things difficult. It’s generally accepted that hiring executives view the self-motivated approach favorably because they see you taking action.

The Psychology of Persuasion and Your Job Search

Before we dive into the steps and techniques for conducting a job search, it’s beneficial to talk briefly about the psychology of persuasion and how it will affect your job search.

What follows are some very important concepts woven throughout the rest of this book. Knowing them will help you maximize your job-search success because they combine so effectively with the self-motivated approach.

According to Robert Cialdini, a leader in the field of psychology and persuasion, there are six principles that persuade others to think and act as they do. They are:

1. Scarcity

2. Authority

3. Liking

4. Social Proof

5. Consistency and Commitment

6. Reciprocity/Reciprocation37

We will briefly discuss these principles and how they relate to your job search.

Scarcity

If a job seeker is seen as unique or special, he or she is seen as valuable.38 How do you capitalize upon the persuasion principle of scarcity? Answer: Differentiation.

Creating differentiation (separation) between yourself and other job seekers is important when you look for a job. During the course of the interview process, seemingly small and isolated thoughts of differentiation—such as he/she dresses well, is knowledgeable on industry trends, has a professional designation, and so on—compound upon themselves in the mind of the hiring executive. All of this affects your perceived value and motivates the hiring executive to continue the interview process with you, hopefully ending in an employment offer.

The more uniquely you can justifiably portray yourself, the more you are using the persuasion principle of scarcity.

Authority

Most people respond to and respect authority, whether it is a title, position, professional designation, experience, or station in life.39 A good example of creating intangible authority is through appropriate interview attire: A starched white shirt or stylish blouse, pressed suit, polished hard-soled shoes, the pen you use, or even the watch you wear can all convey authority that others may react to favorably.

Any job-search technique or information that triggers professional respect (or elevation) with the hiring executive is using the persuasion principle of authority.

Liking (and Personal Chemistry)

Sixty percent of most hires are based on personal chemistry.40 In other words, hiring executives are persuaded to hire job seekers they personally like. Getting others to like you is often based on identifying similarities or common interests. We tend to like other people similar to ourselves.41

There are several ways to lay the foundation for similarity and personal chemistry. Here are a few ideas:

1. Mentioning common industry associations or groups

2. Discussing common personal interests

3. Acknowledging common former employers

4. Giving the hiring executive a sincere compliment

5. Name dropping (identifying common friends or professional colleagues the hiring executive feels good about)

6. Being employed (perhaps formerly employed) by an industry-leading or innovative company

Any job-search technique that creates a positive impression on the hiring executive based on association or personal chemistry relies on the persuasion principle of liking (and personal chemistry).

Social Proof

Others mentioning good things about you is more persuasive than you promoting yourself.42 That’s the power of social proof.

Psychologically, social proof is most influential and persuasive when decisions are shrouded in uncertainty. A hiring executive may be thinking: Which candidate is better qualified? Who would fit in best? What about compensation? (And so on.) This is why recommendations, references, or any form of affirmation from a trusted source can impact the hiring decision.

Any job-search technique that contains or references a recommendation or positive affirmation of you as a job seeker is using the persuasion principle of social proof.

Consistency and Commitment

People desire a reputation of upholding their own commitments and generally do not like to go back on their word.43 It’s that simple.

An example of this principle in action is when you close an interview by asking if you will be proceeding in the hiring process. If the hiring executive indicates that you will, it will be more difficult for them to retreat from that answer due to the persuasion principle of consistency and commitment.

Any job-search technique that creates a self-imposed course of action (from the hiring executive’s perspective) is using the persuasion principle of consistency and commitment.

Reciprocity

There is a strong psychological motivation to return favors and not to feel indebted to others. People feel compelled to repay others. This can be especially true if the item (of whatever nature) was given for free.44

An example of using this persuasion technique in a job search would be providing the hiring executive a free sales lead, nonproprietary industry information, or information regarding the whereabouts of a colleague. To be most effective, the gesture should be made with the expectation of receiving nothing in return, but with the awareness that the psychology of reciprocity is present.

Any job-search technique that endears you to a hiring executive by doing something for him or her (especially for free) is using the persuasion principle of reciprocity.

By raising your awareness of these persuasion principles, you will be on the alert for opportunities, and you will be able to capitalize upon them when they present themselves. You can use these psychology and persuasion principles to advance your candidacy.

Now that you have a basic understanding of the principles of persuasion, you understand the reasons for (and persuasive power of) the job-search techniques presented throughout this book—the same techniques used successfully by many others. As you go along, try to identify the persuasion principle (there could be more than one) that makes a technique useful. Occasional reference is made to these persuasion principles to help your job search be more effective.

A STORY OF INSPIRATION

For nearly forty years I have worked in the employee benefits industry in various capacities. It has been a wonderful and fulfilling career. For the past five years I was in sales with a company which ironically was the most stressful position that I have ever had. So much has changed in business today and I’m not referring to advancements in technology. There is simply a lack of business-honor, unlike the past.

In March I turned sixty and was having another good year in sales. Then, in July I was unexpectedly fired. It came from out of the blue! My employer’s justification was weak since my sales numbers were good. It was tough going home that night telling my wife that I had been fired. There were some tears.

Now who is going to hire a sixty-year-old man? That was the question swirling around in my mind. I was referred to a book, The Motivated Job Search [Editor’s note: The Motivated Job Search is the first book in the Motivated Series and a forerunner to this book]. Two take aways that changed everything for me:

1. Don’t waste time brooding! Clear your head, put all bitterness aside, and get on with your life and a new search for employment. “Don’t be bitter, be better” became my mantra!

2. Think about reinventing yourself. Think outside the box. Find a new angle.

With these concepts in mind, I started making calls to my close colleagues and contacts in the industry. I sought their advice on ideas of what I might be suited for in their view. Ideas started to flow as I considered everything that they said. I opened myself up to anything and everything.

After one week, I made a decision to explore a certain service sector of the employee benefits industry. I identified several companies in this new sector based on company name I gathered during my networking calls and simple Internet research.

I decided to contact these companies directly by phone. I created a simple presentation about myself so I had something to say, and started calling the companies. I spoke with anyone who would listen and got transferred around several times. Eventually, I spoke with those who could make or influence a hiring decision. In this new industry sector, it was common to hire independent contractors, which was what I wanted.

The plan worked! Two weeks and a day after being fired, I was offered a job! And, my first work assignment was just a few weeks out. Mission accomplished!

While not at the same pay or potential income annually, I was free of corporate shenanigans and all that goes with it. I am so excited that I have a new career direction still in the employee benefit space with companies that actually love my experience! That to me is worth its weight in gold!. . .to be appreciated.

I know it’s a challenge for those of us over fifty to conduct a job search, especially when we find ourselves suddenly unemployed. The emotions of doubt, fear, and uncertainty can easily get to you quickly. It’s hard. I know because I lived it! But you can’t let this new reality beat you down and in particular, stress you to the point of causing illness or death.

My advice . . . Take heart! Get up and dust yourself off! Seek guidance in the counsel of others and in reading. Plot a course of action and get on with it! Just like me, you CAN write a new chapter in your career. You CAN continue your career until you want it to end. . .not the other way around.

A.R.

Age 60

__________

27 “Peter F. Drucker Quotable Quote,” Goodreads, http://www.goodreads.com/quotes/65135-plans-are-only-good-intentions-unless-they-immediately-degenerate-into (accessed April 12, 2016).

28 Joyce, Susan P. “Job Search Success Strategy: PROactive vs. REactive Job Search,” Job-Hunt.org, http://www.job-hunt.org/article_proactive_job_search.shtml (accessed July 14, 2015).

29 Whitcomb, Job Search Magic, p. 274–275.

30 Kaufman, Wendy. “A Successful Job Search: It’s All About Networking,” National Public Radio, February 3, 2011, http://www.npr.org/2011/02/08/133474431/a-successful-job-search-its-all-about-networking (accessed June 2, 2015); “Developing Job Search Strategies,” University of Wisconsin, https://www.uwgb.edu/careers/PDF-Files/Job-Search-Strategies.pdf (accessed June 3, 2015).

31 Whitcomb, Job Search Magic, p. 274.

32 Ibid., p. 289.

33 Ibid., p. 274.