Beyond Folders : hiring, generation gap

Ageism: Is It Hurting Your Career?

Community Manager — Thu, 16 Jun 2011 18:45:00 GMT

In a tight job market, every advantage counts. For some aging employees, plastic surgery, Botox and hair dye is seen as a necessary step to remain a viable job candidate according to a spate of recent articles.

While ageism, like its brethren -isms, sexism, racism, no doubt rears its ugly head in certain work environments, it should not be viewed as an insurmountable obstacle: sharp, savvy job seekers can always market themselves, no matter their age.

We'll leave the issue of whether or not to combat those grays to you and your hairdresser. We prefer to stick to the basics, work basics. Ideas to take the focus off your age and onto your abilities include:

Recent Results First: Resumes get brief attention so be sure to highlight recent accomplishments up top. Don't overwhelm the resume with every single job over a decades-long career. Consider a functional resume that emphasizes your well-honed areas of expertise and shows your work experience is current.

On Trend: Dispell notions that old means dated. Be sure to be current on technology and trends; you and your prospective boss may have generational differences in music but you should have the same current technology skills. Staying fresh is imperative.

Up Your Energy: Demonstrate your energy and vitality with attention to detail. Make sure your handshake and body language convey energy, not fatigue. Avoid dated looks, hairstyles and eye-glasses; consider wearing bright colors that communicate vitality. Don't go overboard by wearing inappropriately young styles. The look should say seasoned and stylish, not desperate.

Work that Network: An advantage to a long-running career should be a well-established network. By continuing to actively network, and to mentor younger colleagues, you will keep your sensibility fresh, generate job leads and remain up-to-date in your industry.

Do you see ageism at play in your industry? How do you combat ageism? Share your thoughts here and at the Pendaflex Facebook page.

by Candie Harris

The Graying Workforce

Community Manager — Sat, 11 Jun 2011 12:43:00 GMT

Rumor has it Mick Jagger is starting a new band. Why not? He's only 67.

Mick's not alone in working well past what was once considered retirement age. Gray is the new color of the American workforce according to the Department of Labor which estimates the number of workers 55 and over will jump 36.5 percent from 2006 to 2016.

Where will all these folks be working? According to a recent Harvard Business Review article, certain sectors look rosy for aging boomers.

They include:

Health care (nursing, home health care, medical assistants)
Education (teachers, teacher assistants and child care workers)
Nonprofits and government (business operations specialists; general and operations managers; receptionists and information clerks)
Social services: (clergy and social and human service assistants)

U.S. News & World Report also recently looked at the issue of the aging workforce, finding that a quarter of Fortune 500 employees are 50 and older. Certain industries such as the airlines and insurance sector have more over 50 employees than other sectors such as hospitality and food.

A myriad of factors are contributing to the graying workforce: people are living longer and healthier lives, the financial turmoil of recent years has impacted retirement savings and technological advances are allowing older workers greater employment longevity.

Will retirement eventually, well, retire?

We want to hear your thoughts on retirement and the graying workforce. Has your retirement goal shifted to a later date? What keeps you in the workforce? Share your thoughts here and at the Pendaflex Facebook page.

Onboarding New Hires

Community Manager — Fri, 10 Jun 2011 12:40:00 GMT

You've found the perfect candidate for that vacant position. Now what? Successfully onboarding new hires is as crucial as selecting the right candidate.

Hit the ground running with our round-up of advice from across the web.

Start Early

Onboarding begins before the offer letter even goes out according to the HBR post Get Immediate Value From Your New Hires. Hiring managers need to spell out company culture and the org chart during the hiring process. The greater the transparency during the interview process, the swifter the transition once aboard. Also, managers can shorten the learning curve by explaining the nuances of the "shadow" org chart such as what interpersonal dynamics are at play and who the key stakeholders are in each department or project.

Take Time to Make Time

Forget the sink or swim method and carve out time to help give a new hire their sea legs says The 10 Commandments of Employee Onboarding. Other tips include scheduling plenty of time during the early days and weeks to help new hires navigate their roles and following up with 90-day check-ins.

Details, Details

Be sure not to neglect the details while mapping out the "big picture" for new hires. The little things speak volumes and having all paperwork, email and phones at the ready ensures your new hire feels welcome. For an onboarding checklist, read How to Build an Onboarding Plan for a New Hire.

How does your company onboard new hires? Share your thoughts here and at the Pendaflex Facebook page.