EXECUTIVE JOB SEEKERS: LET’S TAKE A DIFFERENT VIEW OF ‘AGEISM’!!

Responses to our last 2 articles (https://bit.ly/execcareer ) on Ageism have indicated widespread concern on this subject.

So, if you fear ageism might affect your job-seeking success, what can you do about it?

FIRSTLY, IT’S IMPORTANT TO LOOK AT IT THROUGH OTHER’S EYES.

Please accept there might be times when an organisation needs to create or maintain a team of people who can work closely together and create a self-supporting culture of sharing and growth.

It might be they already have a group of ‘younger’ people and want to maintain the positive atmosphere they have already created together.

An ‘older’ person might indeed have the right skills, but they might not be seen as fitting into the existing organisational culture.

THAT DOES NOT DIMINISH YOUR VALUE OR DILUTE YOUR POTENTIAL

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Bernard Pearce is The Executive Career Transition Specialist. He empowers executives to navigate complex career challenges, seamlessly transition into new roles and achieve their professional goals. His comprehensive understanding and unique approach consistently deliver exceptional results that protect or restore your self-esteem, self-respect, and self-confidence. He helps you become who you are capable of being – significant. ?

Subscribe now to access all previous publications. https://bit.ly/execcareer

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YOUR ‘FIT’ WILL ALWAYS BE A KEY ELEMENT IN ANY SELECTION PROCESS

When you have been recruiting in the past, you may have narrowed candidates down to the final two. So how did you decide?

Remember, if they hadn’t got the right skills or personality/working style, they probably wouldn’t be in the final two anyway!

The likelihood is you had a preference.

You may have ‘liked’ one more than the other.

You might have considered how they might ‘fit’ into their peer group, or

How their management style would ‘fit’ with their future teams.

You might have considered how they might ‘fit’ with the organisational culture.

Your decision might have finally come down to a gut feel over who would be a better ‘fit’.?

SO DON’T JUST ASSUME IT’S ALL ABOUT AGE – IT’S NOT?

Those voicing ‘ageism’ concerns tend to be either poorly positioned or are only tackling the visible (advertised) job market – which only accounts for 35% of vacancies anyway.

Think about it. Does it make sense to put 100% of your effort into just 35% of Vacancies?

Why not learn how to job search correctly, where you can access the other 65% of vacancies where your competitors are not focusing their efforts?

YOU MUST TAKE FULL RESPONSIBILITY AND DO WHAT OTHERS DON’T DO, WON’T DO, OR CAN’T DO.?

How you present yourself – for your potential value, not your career history – is the critical first stage element in positioning you as a worthwhile candidate for any job – whether advertised or not.

If your CV and/or LinkedIn profile only show you as being like every other applicant, why would you expect to be selected for interview??

If you are committing all your job-seeking time to responding to advertised roles, where the high numbers of ‘similar’ applicants are focusing all their time too, there will be hundreds of you all chasing the same jobs!

If you have been focusing your job-search on advertised vacancies, how effective has it been so far? How effective do you hope it will be? What will happen to change things for you?

DON’T TAKE A RISK ON YOUR FUTURE.?

Professional advice and guidance can make you stand out and set your job search campaign ahead of your major competition.?

Have you ever enlisted expert help - to ensure you are better prepared, better presented and perform better than others?

If you have never taken professional advice on how to job search correctly, how can you expect to do it in the right way?

It’s your future. Does that matter to you??

If now isn’t the right time – when will be??

Subscribe now to access all previous publications. ?https://bit.ly/execcareer

Bernard Pearce – The Executive Career Transition Specialist

E-mail: [email protected]

www.Career-Inspirations.co.uk

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