[From our latest newsletter]
Here's a quick update on what we've been up to at Jobs4.0 these past few weeks. If you haven't visited our site lately, please do so (www.jobs4point0.com)! We've added many jobs lately, and in early 2008 we will be adding at least three superb new major employers to our site. We've been talking to them for months about how job seekers over 40 can be a tremendous asset, and to their great credit, they have each seen the light! More on them soon.
We expect many other employers to be adding jobs to our site in 2008. And every job will be real (not scraped from other sites) and will be from an employer that values experience and job seekers over 40. Thanks for your continued support - our goal is to deliver meaningful job opportunities to every user of our site.
Jobs4.0 Update
1. Survey
Last week we launched the first-ever survey regarding the hiring of job seekers over 40 at major employers all over the US. Many of you have emailed us over the past year asking for this information, and we are making a big effort to gather it now. We're also very pleased that one of the leading survey centers in the US, the Cannon Survey Center at UNLV, has donated their time to draft the survey and to analyze the responses. We'll be announcing the Best Employers in the US for Job Seekers Over 40 in February 2008. We expect that you will find this information useful in your job search.
Do you want your employer to participate? Have them request a survey from us at survey@jobs4point0.com Thanks.
2. Newspaper column
Thanks to all of you who have sent in comments and questions regarding my newspaper column called 'Ask Jobs4.0'. The column answers readers questions about job search for the older job seeker. Right now it appears in 5 CT papers, and we believe more will be carrying it shortly. If you'd like to receive a copy of my last column, just email me and we'd be happy to get that to you. Also, if you'd like your regional paper to carry it, please let us know that as well, thanks.
Have any questions, or comments about ageism in the hiring process? Please send them to me at questions@jobs4point0.com
3. Trial Referral Program
For the holidays, and as a thank you for your great support this year, we thought we'd try something new. If you refer anyone to Jobs4.0 and they get a job from a listing on our site, we'll pay you a referral fee of $250. All we need is an email from the employer confirming that they hired the Jobs4.0 candidate. Once we confirm the hire and the referral, you get paid! It will help you pay a few holiday bills, and you'll be making a friend very happy as well! We'll keep the offer open until March 31, 2008.
And good luck with the last minute shopping! Maybe you can give a friend a great looking job description from Jobs4.0 for the holidays. The perfect gift for the over 40 person on your list who has everything (except a job they like)!
Steven
Jobs4.0 (www.jobs4point0.com)
Tuesday, December 18, 2007
Tuesday, December 4, 2007
This Should be Good
Jobs4.0 has announced today the launching of a survey to determine the best employers in the US for job seekers over 40. I am thrilled that UNLV's Cannon Survey Center, one of the leading survey centers in the US, has agreed to volunteer their time and expertise to draft the survey and tabulate the results. We plan on announcing the results in February 2008.
Yahoo Finance published our press release today
http://biz.yahoo.com/bw/071204/20071204005159.html?.v=1
Do you think your employer would like to participate? Please let them know about it.
This should be a really interesting survey, which will hopefully make employers think about their hiring policies toward older workers.
Best,
steven
Yahoo Finance published our press release today
http://biz.yahoo.com/bw/071204/20071204005159.html?.v=1
Do you think your employer would like to participate? Please let them know about it.
This should be a really interesting survey, which will hopefully make employers think about their hiring policies toward older workers.
Best,
steven
Friday, November 2, 2007
My Favorite Holiday, Now More than Ever
Talk about great timing... just after Halloween, Hershey's was not only all over my house, but it's also now all over our website. Hershey's is making a strong commitment to reaching out to job seekers over 40; they've just posted jobs all over the US on our site.
Take a look, and remember -- even if you feel like the job is not a perfect match right now-- if the company is a great company to work for, maybe it's worth pursuing. Great companies tend to promote quickly from within, and if you are doing a good job it may be easier to get promoted than it would be to sit on the sidelines, waiting for that perfect job to come your way. And Hershey's is just one of many top employers on our site..take a look.
Best,
Steven
Take a look, and remember -- even if you feel like the job is not a perfect match right now-- if the company is a great company to work for, maybe it's worth pursuing. Great companies tend to promote quickly from within, and if you are doing a good job it may be easier to get promoted than it would be to sit on the sidelines, waiting for that perfect job to come your way. And Hershey's is just one of many top employers on our site..take a look.
Best,
Steven
Monday, October 29, 2007
Here's an interesting article about one direction some older workers are taking to land a job ... back to college. Take a look at this US News & World Report story:
http://www.usnews.com/articles/business/retirement/2007/10/26/heading-back-to-college.html
Also in US News & World Report this week (the Nov 5 issue) there is a good article with advice on how older workers can find jobs.. Jobs4.0 and yours truly are quoted..
And while we're on the subject of US News, thanks to them for listing us on their website -- www.usnews.com -- as one of the recommended sites for older workers. US News & World Report joins AARP.com and a host of other leading authorities that recommend Jobs4.0.
Best,
Steven
http://www.usnews.com/articles/business/retirement/2007/10/26/heading-back-to-college.html
Also in US News & World Report this week (the Nov 5 issue) there is a good article with advice on how older workers can find jobs.. Jobs4.0 and yours truly are quoted..
And while we're on the subject of US News, thanks to them for listing us on their website -- www.usnews.com -- as one of the recommended sites for older workers. US News & World Report joins AARP.com and a host of other leading authorities that recommend Jobs4.0.
Best,
Steven
Tuesday, October 9, 2007
A Real Spark Plug
I love seeing articles like this one that appears today in the Bismark (N.D.) Tribune - about an 86 year old mechanic still working 40 hours a week.It's a little far for me to travel for an oil change, but it would be nice to have someone like him where I live.
http://www.bismarcktribune.com/articles/2007/10/08/news/local/140581.txt
Articles like these should make HR managers rethink their attitudes about youngsters in their 40s, 50s and 60s....
Best,
Steven
http://www.bismarcktribune.com/articles/2007/10/08/news/local/140581.txt
Articles like these should make HR managers rethink their attitudes about youngsters in their 40s, 50s and 60s....
Best,
Steven
Thursday, October 4, 2007
Colorado Rocky
Here's an article that just appeared in a Colorado newspaper about the aging workforce http://www.gazette.com/articles/work_27980___article.html/aging_business.html ..... it's pretty standard in that it sounds all the alarms about a shortage of younger workers on the horizon, and a failure or many employers to even notice the problem. So far so good. But as usual, the article preaches retaining older workers as the only remedy.. of course it's not. Employers need to consider attracting new job seekers who are not college graduates.. half the labor pool will soon be over 40, and employers can not continue to pretend that job seekers between 40 -60 don't exist. They not only exist, but many have the skills, maturity and energy to be valuable employees.... as we know!
best,
steven
best,
steven
New postings, Survey responses, and more
Sorry for not blogging more often, we've been extremely busy at Jobs4.0.. here's our most recent newsletter, which went out today to all of our users...
Our one year anniversary has been a very exciting time at Jobs4.0 (www.jobs4point0.com). Hundreds of employers around the US have now partnered with us, and we are particularly proud to welcome this week the #1 Software company in the world, based in Mountain View, CA, to Jobs4.0!! We certainly have come a long way in one year.
But as you know, finding employers that are willing to judge you on your skills and your experience, and not on how many birthdays you've had, is not easy. It takes time to do this right (we will never just cut and paste jobs from other sites, the way so many other job sites do). So thanks for your patience and your support; together we are building a unique resource for job seekers over 40. Thanks!
And we have lots of momentum now, with many more jobs to come, BUT.....
... we need to make sure that Jobs4.0 users to apply to these jobs! When the employers agree to reach out to us, we need to be able to grab that hand, and make them happy they did so. So whenever you look at jobs on our site, or in this newsletter, please apply to them if they are of interest to you. And forward them to as many friends and colleagues as you can. We need to make sure that good candidates over 40 are applying to these jobs. That leads to more postings, one of which might be the perfect job for you! So please pass this along to as many of your friends and colleagues over 40 as you can, whether or not you think they are looking for a job!
Please forward this Newsletter to your friends and colleagues (5 seems like a reasonable number):
Here's just a small sample of jobs on www.jobs4point0.com. See any jobs that you'd like to apply for? Send us your resume, with the job in the subject line, and we'll send it directly to our contact at the employer!
And as promised last time, we've included some interesting comments we received from our survey last month, which asked 'Are you a better worker now than you were before you turned 40, and why? Take a look - some of the answers might be good things to point out in your cover letters to potential employers!!!!
1. The Leading Software Company in the US - Cafe Hostess (Mountain View, CA)
Job Description: Wide ranging responsibilities, including: facilitate discussions among company employees, handle customer service, prep work, maintaining a clean café and ensuring a wonderful service experience.
Minimum Requirements: Professional service or sales experience; Strong social and service skills;A professional demeanor and enthusiasm; A willingness to work hard as a dependable member of a team; A passion for creating a warm service environment for serving delicious food; The ability to do a great job and work with minimal supervision; Some experience with food service; Be able to work full time.
2. The Leading Software Company in the US (Mountain View, CA)
Experienced Lead Line Cook Needed for Mon-Fri Positions; Experienced Lead Pastry Cook Needed for Mon-Fri Positions
Experienced Vegetarian and Raw Cook Needed
Do you fantasize about having your weekends and holidays off; a job with benefits and vacation pay; a great wage and work environment… and still be producing four star quality food? Then look no more. This job is awesome!
Silicon Valley ’s best and brightest community is searching for an imaginative and inspired Lead Line Cook to come cook for us. Become a member of a unique and exciting culinary team. Work with fresh, seasonal, local and organic produce to create dishes bursting with flavor. Use all natural meats, cage free eggs, hormone free dairy and all of the finest ingredients. Work with talented chefs and serve savvy customers.
You must have:
Experience writing menus, placing orders and training cooks
3 or more years professional restaurant or catering kitchen experience
A professional demeanor and leadership skills
A willingness to work hard as a member of a team
A passion for creating imaginative and delicious food
Culinary school diploma or equivalent experience
Definite pluses:
Prior Lead line or sous chef experience
Experience producing vegetarian and vegan dishes
Interest is sustainable food movement
Creative genius
Experience in high volume production or corporate dining
You will need to be able to execute and help write menus that change daily. You will need to develop and research recipes. You will need to create prep list, order product and train your team.
Work Monday through Friday
Vacation, Sick and Holiday Pay
401K and More
Free on site gym facility
Create fantastic food and be a member of a ground breaking team
You will be able to express your creative cooking style every day and receive the support of an amazing team. If interested, please submit your resume today!
3. Vanguard - Client Relationship Associate (Charlotte, NC ; Philadelphia, PA; Scottsdale, AZ)
If you're looking for a new job opportunity or to re-enter the workforce, here's your chance to join a top employer committed to your professional growth.
Apply for a Client Relationship Associate position at Vanguard, one of the largest and most respected investment management companies in the world. In this rewarding, front-line position, you'll gain a strong knowledge of financial services and help clients reach their financial goals.
You will discuss clients' objectives, respond to their inquiries about investment options, provide account information, and assist with transactions. We're looking for people with solid work experience, a professional manner and strong relationship skills, because our associates are often the first point of contact for new and existing clients.
Prior experience in the financial industry is not required, but you should have a strong interest in the financial markets and investment-related products and services. You'll undergo an in-depth training program at our award-winning, on-site training facility, Vanguard University, and study for the Series 6 and 63 licensing exams. Once you pass the exams and complete your training, you'll join a team of phone associates in a structured call center where you'll spend roughly 95% of your day fielding 40-60 client calls. As you gain experience and expand your knowledge of Vanguard products and services, you can explore other exciting opportunities within the company.
From day one you will receive a competitive salary and complete benefits, including health, dental, vision, and prescription coverage. You also are eligible for our generous retirement savings plan and paid time off. At every step you'll receive the tools and support you need to provide the highest quality service, and be recognized and rewarded for excellent performance. So if you're ready for a new opportunity that offers paid training, a supportive work environment, and a comprehensive compensation and benefits package, apply today.
Position Qualifications:
- Bachelor's degree or equivalent work experience.
- Ability to obtain NASD Series 6 and 63 licenses.
- Proven customer service experience.
- Excellent communication and time-management skills.
- Proven decision-making and problem-solving skills.
- Strong client focus, attention to detail, and commitment to quality.
- Ability to work well independently and as part of a team.
- Interest in financial markets and retirement planning.
- Proficiency with PCs.
Vanguard, one of the world's largest investment management companies, offers a comprehensive total rewards package of compensation, benefits, work-life programs, and conveniences. Employment is contingent upon a successful drug screen and background check, and we maintain a smoke-free work environment. We are an equal opportunity employer committed to diversity in the workplace.
4. American Institute of Consumer Studies - Field Interviewers (Phoenix, AZ ; Hartford, CT; Delaware; Minneapolis, MN; Albany, NY; Pittsburgh, PA; Providence, RI; Houston, TX; Stl Lake City, UT; Seattle, WA)
Field Interviewers - Your personality can take you places.
You've always enjoyed talking to people. You're friendly, outgoing, and naturally curious. Well, we have the perfect career opportunity for you! We are the American Institute of Consumer Studies (AICS), a consumer research organization, and for more than 25 years, our Field Interviewers have been interviewing people in households across the country. The results of these interviews help make companies more responsive to consumer needs.
If you're uncomfortable in social situations, this probably isn't for you. You have to really enjoy meeting new people. Throw in a strong sense of adventure and you're ready for take the first step!
We are currently seeking:
Field Interviewers
We'll pay your travel expenses.
Receive comprehensive paid training that will help you get your foot in the door to get the surveys. We'll fly you in—and the classes are small! Training is done in stages, and you'll have the opportunity to "shadow" a more experienced Field Interviewer to learn hands-on.
Once you're ready to go in the field, you can make your own schedule (let's say - work three weeks out of the month, and have one week off).
We pay you an hourly rate plus a commission for each completed survey! So how much you earn is up to you.
People who are self-motivated, entrepreneurial and, of course, friendly can thrive here!
Call us at 1-800-298-9837 and speak to one of our recruiters. They can answer all your questions.
5. New York Life Insurance Company - Manager - Tax Accounting (New York, NY)
Quarterly and annual calculation of tax accruals for GAAP financial statements and effective tax rate reconciliations on a quarterly and annual basis
Calculation of quarterly and annual Statutory tax accruals and preparation of Statutory tax footnote in accordance with SSAP 10
Assist in the preparation of the federal consolidated tax return
Calculation and maintenance of tax basis balance sheets as required under FAS 109
Provide backup support for statutory current tax calculation and capital gains tax calculation
--------------------------------
QUALIFICATIONS:
Four year college degree in accounting
Tax accounting or 5 years plus Insurance accounting experience
Strong excel skills a must
Systems experience (SAP) and associated report-writing a plus
Ability to work and research independently
Ability to multi-task in a fast paced environment to meet accounting and tax deadlines
6. Allstate Insurance Company - Exclusive Agent (positions available in PA, VT, NH, CT, ME, RI)
We're looking for a select group of entrepreneurs and high achievers who want to run their own insurance agency as an independent contractor.
As an Allstate Exclusive Agent, you will have the freedom to run your own insurance agency, plan your agency’s future, and be rewarded for managing a high performance business. You’re on your own, but you’re not alone. For our Exclusive Agencies, Allstate provides you with support that is among the best in the industry and includes:
•Comprehensive education program
•Local sales support and your own market business consultant
•Advanced computer technology
•Solid reputation and high name brand recognition
•Large product portfolio including auto, homeowner, life, financial services, and commercial insurance
The financial rewards of becoming an Allstate Exclusive Agent include:
•Economic interest in the business your agency writes
•High income potential
•Competitive compensation structure
•Attractive bonus opportunities
Qualifications: At least 3 years experience in insurance sales, insurance sales management, financial services -OR- entrepreneurs with a minimum of five years experience in sales, management or a solid business background. Sufficient capital is needed to start your own agency or to purchase an existing Allstate agency.
Candidate must have Property and Casualty and Life, Accident, and Health insurance license prior to assuming agent position. "Pass" score on company administered Agent Selection Questionnaire is required. A four-year college degree is preferred. For more information on Allstate's Exclusive Agency Program: Please - call Terry toll free at (800)733 -7010 ext. 3395.
7. Phase Research - Accounting Specialist (Orange County, CA)
We are looking for someone who wants to make a career in accounting as this position has growth potential for the right candidate. 3+ years A/R experience required, at least 1 yr exposure/experience in any or all A/P, P/R, GL, JE required.
Manufacturing background preferred. While a degree is not required some College Accounting Classes are required. Good phone, oral and written communication and interaction skills with employees and customers a must. The ideal candidate will enjoy the challenge of a fast paced, multi-task environment, where there will be plenty of opportnity for growth.
Duties include but are not limited to:
· Process Daily Packing Slips, Process Deposits, Process Credits, Process Invoices for A/R & A/P, Data Entry, Statements, Create New Customers, Collection Letters & Calls, Phone backup, Weekly check run, Bank rec Payroll
This position will include cross training, overlap and/or backup with other positions within the company This position is the entry level growth path to become the Senior Accounting Specialist for the company. Hours 8 – 4:30, M-F.
8. INSTITUTE OF INTERNATIONAL EDUCATION - Grants Manager (New York, NY)
The Institute of International Education (IIE) is a world leader in the international exchange of people and ideas. IIE designs and implements fellowship, training, and technical assistance programs for sponsors that include government agencies, corporations, foundations, universities, and international organizations. IIE also provides educational and information services to the public and academic community.
Principal Responsibilities
1. Provide grant oversight for the Global Travel and Learning Fund ( GTLF ) funded by The Ford Foundation and administered by the Institute of International Education, which enables individuals from all over the world to travel internationally to conferences, seminars, and short courses. Primary responsibilities include preparing grants and contracts, conducting due diligence, monitoring grant/contract progress and payment; setting up and maintaining electronic and hard copy filing systems. Periodic sponsor contact (with Ford Foundation offices worldwide.)
2. Handle the logistics of travel for consultants and grantees for a number of Ford Foundation offices in the U.S. and around the world. Responsibilities include fiscal oversight of funding allocation for each office; handling all travel and programming requests.
3. Maintain program systems and procedures related to grants, working with Accounting and the Information Technology Department to improve data management and streamline procedures.
4. Manage other Foundation grant programs for meetings throughout the year; prepare proposals , handle grant set-up at IIE; create and manage databases.
5. Contribute to Scholarship and Training Program Division program development and outreach efforts, especially those which involve foundations or which involve incumbent’s geographic and/or field of study expertise.
Qualifications: Education/Experience/Skills:
- Bachelor’s degree plus 3 or more years of substantive administrative experience.
-- Program budgeting skills are necessary.
-- Strong analytical skills are required, as are excellent interpersonal/cross-cultural skills and ability to work effectively at all levels inside and outside organization.
-- Excellent organizational ability necessary; ability to multi-task and prioritize workload.
-- Initiative, mature judgment, and ability to communicate effectively both orally and in writing.
-- Excellent computer skills, including Microsoft Word, Excel and Access database functions.
-- Ability to work as a member of a team.
9. Alexion Pharmaceuticals - Manager, Analytics and Data Management
Reporting to the Director of Marketing and Sales Operations, this position is responsible for analyzing various data feeds for the US Commercial Operations department at Alexion Pharmaceuticals. The successful candidate would consistently lead efforts to:
Identify, analyze, and reconcile conflicting or ambiguous information in CRM and other data sets;
Analyze and reconcile conflicting information from other data sources such as IMS, Verispan, or NDC prior to presenting to appropriate audiences in management, sales, operations, etc.
Work with business stakeholders to develop standardized reports as well as ad hoc reports from which business decisions can be made.
Prepare weekly, monthly and quarterly reports to internal and external customers. Including sales, marketing and senior management
Analyze sales and related data using BI tools and develop reports that will be presented to management.
Support data-load processes regarding input of new contact/lead management data into CRM. Develop and adhere to QA process for these data loads.
Support sales incentive plans by providing data for plan development and quarterly incentive calculations.
Act as liaison to other business groups within US Commercial Operations. Document CRM change requests and reporting requirements.
Skill Requirements:
Ability to critically evaluate data gathered from multiple sources and reconcile data conflicts as needed
Ability to communicate effectively (verbal, written, presentations) to both technical and non-technical audiences
Ability to create easy-to-understand CRM-training materials for non-technical audiences
Operational expertise with Excel, Access, PowerPoint, CRM, and BI tools
Education Requirement:
BA/BS in Business or Information Systems
Experience(s) Preferred (strongest preference for Pharma/Biotech experience):
Database-management
Cross-functional data standardization
Knowledge of sales and marketing practices within Pharma/Biotech industry
Knowledge of best practices around primary- and secondary-data management within Pharma/Biotech industry
10. Alexion Pharmaceuticals - Product Manager (Central CT)
We are looking for a Product Manager, U.S. Marketing for our Cheshire, CT office. The candidate will be responsible for supporting marketing activities during and post- launch of a novel orphan therapy to the hematologists and oncologists. The candidate will report to the Directors of Marketing.
Skill set: Along with his/her management, plays a key role in developing strategies and tactics, with a focus on solid implementation of tactics through a combination of individual and team efforts. This person must possess a strong ability to manage multiple projects across functional areas, and work independently when appropriate, in teams and as a sub-team lead. The candidate must have pharmaceutical industry experience and a good in-depth knowledge of marketing principles and marketing experience within the pharmaceutical industry.
Knowledge: In-depth knowledge in key principles of brand management and marketing, professional promotion and the sales process. The candidate should have experience in managing external brand agencies and vendors on a day-to-day basis and managing promotional budgets. Prior involvement in championing materials through the medical, regulatory and legal promotional review process, in developing or executing web-based programs and exposure/involvement in brand-related market research activities is also needed to be successful in this role.
Experience: For consideration, we require that the successful candidate hasat least 3-5 years of pharmaceuticals marketing or equivalent in strategic marketing activities. Experience launching or working with a newly launched product or clinical/scientific experience is highly desirable. Experience is Marketing or Sales orphan drugs preferred.
Other Requirements:
Bachelor's degree required, MBA preferred.
Strong knowledge of MS Office: Word, PowerPoint, Excel
Experience in working on multi-functional teams.
Strong organization, planning and prioritization skills.
Excellent communication and presentation skills.
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Survey Results
A few months ago we asked our users if they felt that they were a better worker now than before they turned 40. Over 95% said yes, which is not surprising perhaps. But what was very interesting were the comments about why you are better, including:
- "Yes, I'm definitely a better worker than I was at 40. It would be too simplistic to say that this is because of experience. Of course experience is key but it is how you take advantage of that experience that makes the difference. We should never stop learning, including the lessons learned from making mistakes and suffering disappointments." From Dan.
-" Hello, I am a better worker at 40 plus,years because I have no children in my house I am responsible for. My time is my own. My hours are flexible. I am more relaxed and not distracted with carpool, grades, health of the kids, and I am much more at ease with my reason for wanting to go back to work. It's not about getting a house, we have a house..but contributing to a retirement plan and easing up the finances for my husband who has always worked 50-60 hour work weeks. I want to be with people who are positive and packing something into the stream of life." From Kathryn
-: " By 40 hopefully you have found the job that you like and enjoy doing. At 40 you have gained experience in terms of people skills and perhaps various technical skills. By then you have a sense of confidence in the work you are performing. " From Bob
- "I am much more settled and responsible than earlier years. I care more about the work I am doing and how it fits into the bigger picture and I am much more tolerant of corporate politics than I was. It rolls off of me easier than it used to." From Melanie
- " I am a much better worker than before I was 40: 1) learned from mistakes 2) more confident 3) learned from my successes." From Chuck
- " Yes, I am a better worker now that when I was under 40. I have more experience in good and bad business situations, I can read people better, I am less prone to react because I plan better, my time management skills are, well, extraordinary and I tend to look at the broader picture when making decisions." From Mell
How right you all are... and thanks to the hundreds of other Jobs4.0 Users who took the time to write. We'll have another survey next time.
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· TO APPLY TO ANY OF THESE JOBS, SEND YOUR RESUME TO jobs@jobs4point0.com, OR VISIT WWW.JOBS4POINT0.COM FOR MORE INFORMATION ON THESE JOBS AND THOUSANDS MORE.
PLEASE SEND THIS EMAIL TO YOUR FRIENDS AND COLLEAGUES - WE ( AND THEY) NEED YOUR HELP!! THANKS. Send this email to at least 5 of your contacts, and receive a Jobs4.0 hat. Just let us know!
jobs@jobs4point0.com
COMMENTS? SUGGESTIONS? WE'D LOVE TO HEAR FROM YOU!
© 2007 Jobs4point0, LLC All rights reserved
Our one year anniversary has been a very exciting time at Jobs4.0 (www.jobs4point0.com). Hundreds of employers around the US have now partnered with us, and we are particularly proud to welcome this week the #1 Software company in the world, based in Mountain View, CA, to Jobs4.0!! We certainly have come a long way in one year.
But as you know, finding employers that are willing to judge you on your skills and your experience, and not on how many birthdays you've had, is not easy. It takes time to do this right (we will never just cut and paste jobs from other sites, the way so many other job sites do). So thanks for your patience and your support; together we are building a unique resource for job seekers over 40. Thanks!
And we have lots of momentum now, with many more jobs to come, BUT.....
... we need to make sure that Jobs4.0 users to apply to these jobs! When the employers agree to reach out to us, we need to be able to grab that hand, and make them happy they did so. So whenever you look at jobs on our site, or in this newsletter, please apply to them if they are of interest to you. And forward them to as many friends and colleagues as you can. We need to make sure that good candidates over 40 are applying to these jobs. That leads to more postings, one of which might be the perfect job for you! So please pass this along to as many of your friends and colleagues over 40 as you can, whether or not you think they are looking for a job!
Please forward this Newsletter to your friends and colleagues (5 seems like a reasonable number):
Here's just a small sample of jobs on www.jobs4point0.com. See any jobs that you'd like to apply for? Send us your resume, with the job in the subject line, and we'll send it directly to our contact at the employer!
And as promised last time, we've included some interesting comments we received from our survey last month, which asked 'Are you a better worker now than you were before you turned 40, and why? Take a look - some of the answers might be good things to point out in your cover letters to potential employers!!!!
1. The Leading Software Company in the US - Cafe Hostess (Mountain View, CA)
Job Description: Wide ranging responsibilities, including: facilitate discussions among company employees, handle customer service, prep work, maintaining a clean café and ensuring a wonderful service experience.
Minimum Requirements: Professional service or sales experience; Strong social and service skills;A professional demeanor and enthusiasm; A willingness to work hard as a dependable member of a team; A passion for creating a warm service environment for serving delicious food; The ability to do a great job and work with minimal supervision; Some experience with food service; Be able to work full time.
2. The Leading Software Company in the US (Mountain View, CA)
Experienced Lead Line Cook Needed for Mon-Fri Positions; Experienced Lead Pastry Cook Needed for Mon-Fri Positions
Experienced Vegetarian and Raw Cook Needed
Do you fantasize about having your weekends and holidays off; a job with benefits and vacation pay; a great wage and work environment… and still be producing four star quality food? Then look no more. This job is awesome!
Silicon Valley ’s best and brightest community is searching for an imaginative and inspired Lead Line Cook to come cook for us. Become a member of a unique and exciting culinary team. Work with fresh, seasonal, local and organic produce to create dishes bursting with flavor. Use all natural meats, cage free eggs, hormone free dairy and all of the finest ingredients. Work with talented chefs and serve savvy customers.
You must have:
Experience writing menus, placing orders and training cooks
3 or more years professional restaurant or catering kitchen experience
A professional demeanor and leadership skills
A willingness to work hard as a member of a team
A passion for creating imaginative and delicious food
Culinary school diploma or equivalent experience
Definite pluses:
Prior Lead line or sous chef experience
Experience producing vegetarian and vegan dishes
Interest is sustainable food movement
Creative genius
Experience in high volume production or corporate dining
You will need to be able to execute and help write menus that change daily. You will need to develop and research recipes. You will need to create prep list, order product and train your team.
Work Monday through Friday
Vacation, Sick and Holiday Pay
401K and More
Free on site gym facility
Create fantastic food and be a member of a ground breaking team
You will be able to express your creative cooking style every day and receive the support of an amazing team. If interested, please submit your resume today!
3. Vanguard - Client Relationship Associate (Charlotte, NC ; Philadelphia, PA; Scottsdale, AZ)
If you're looking for a new job opportunity or to re-enter the workforce, here's your chance to join a top employer committed to your professional growth.
Apply for a Client Relationship Associate position at Vanguard, one of the largest and most respected investment management companies in the world. In this rewarding, front-line position, you'll gain a strong knowledge of financial services and help clients reach their financial goals.
You will discuss clients' objectives, respond to their inquiries about investment options, provide account information, and assist with transactions. We're looking for people with solid work experience, a professional manner and strong relationship skills, because our associates are often the first point of contact for new and existing clients.
Prior experience in the financial industry is not required, but you should have a strong interest in the financial markets and investment-related products and services. You'll undergo an in-depth training program at our award-winning, on-site training facility, Vanguard University, and study for the Series 6 and 63 licensing exams. Once you pass the exams and complete your training, you'll join a team of phone associates in a structured call center where you'll spend roughly 95% of your day fielding 40-60 client calls. As you gain experience and expand your knowledge of Vanguard products and services, you can explore other exciting opportunities within the company.
From day one you will receive a competitive salary and complete benefits, including health, dental, vision, and prescription coverage. You also are eligible for our generous retirement savings plan and paid time off. At every step you'll receive the tools and support you need to provide the highest quality service, and be recognized and rewarded for excellent performance. So if you're ready for a new opportunity that offers paid training, a supportive work environment, and a comprehensive compensation and benefits package, apply today.
Position Qualifications:
- Bachelor's degree or equivalent work experience.
- Ability to obtain NASD Series 6 and 63 licenses.
- Proven customer service experience.
- Excellent communication and time-management skills.
- Proven decision-making and problem-solving skills.
- Strong client focus, attention to detail, and commitment to quality.
- Ability to work well independently and as part of a team.
- Interest in financial markets and retirement planning.
- Proficiency with PCs.
Vanguard, one of the world's largest investment management companies, offers a comprehensive total rewards package of compensation, benefits, work-life programs, and conveniences. Employment is contingent upon a successful drug screen and background check, and we maintain a smoke-free work environment. We are an equal opportunity employer committed to diversity in the workplace.
4. American Institute of Consumer Studies - Field Interviewers (Phoenix, AZ ; Hartford, CT; Delaware; Minneapolis, MN; Albany, NY; Pittsburgh, PA; Providence, RI; Houston, TX; Stl Lake City, UT; Seattle, WA)
Field Interviewers - Your personality can take you places.
You've always enjoyed talking to people. You're friendly, outgoing, and naturally curious. Well, we have the perfect career opportunity for you! We are the American Institute of Consumer Studies (AICS), a consumer research organization, and for more than 25 years, our Field Interviewers have been interviewing people in households across the country. The results of these interviews help make companies more responsive to consumer needs.
If you're uncomfortable in social situations, this probably isn't for you. You have to really enjoy meeting new people. Throw in a strong sense of adventure and you're ready for take the first step!
We are currently seeking:
Field Interviewers
We'll pay your travel expenses.
Receive comprehensive paid training that will help you get your foot in the door to get the surveys. We'll fly you in—and the classes are small! Training is done in stages, and you'll have the opportunity to "shadow" a more experienced Field Interviewer to learn hands-on.
Once you're ready to go in the field, you can make your own schedule (let's say - work three weeks out of the month, and have one week off).
We pay you an hourly rate plus a commission for each completed survey! So how much you earn is up to you.
People who are self-motivated, entrepreneurial and, of course, friendly can thrive here!
Call us at 1-800-298-9837 and speak to one of our recruiters. They can answer all your questions.
5. New York Life Insurance Company - Manager - Tax Accounting (New York, NY)
Quarterly and annual calculation of tax accruals for GAAP financial statements and effective tax rate reconciliations on a quarterly and annual basis
Calculation of quarterly and annual Statutory tax accruals and preparation of Statutory tax footnote in accordance with SSAP 10
Assist in the preparation of the federal consolidated tax return
Calculation and maintenance of tax basis balance sheets as required under FAS 109
Provide backup support for statutory current tax calculation and capital gains tax calculation
--------------------------------
QUALIFICATIONS:
Four year college degree in accounting
Tax accounting or 5 years plus Insurance accounting experience
Strong excel skills a must
Systems experience (SAP) and associated report-writing a plus
Ability to work and research independently
Ability to multi-task in a fast paced environment to meet accounting and tax deadlines
6. Allstate Insurance Company - Exclusive Agent (positions available in PA, VT, NH, CT, ME, RI)
We're looking for a select group of entrepreneurs and high achievers who want to run their own insurance agency as an independent contractor.
As an Allstate Exclusive Agent, you will have the freedom to run your own insurance agency, plan your agency’s future, and be rewarded for managing a high performance business. You’re on your own, but you’re not alone. For our Exclusive Agencies, Allstate provides you with support that is among the best in the industry and includes:
•Comprehensive education program
•Local sales support and your own market business consultant
•Advanced computer technology
•Solid reputation and high name brand recognition
•Large product portfolio including auto, homeowner, life, financial services, and commercial insurance
The financial rewards of becoming an Allstate Exclusive Agent include:
•Economic interest in the business your agency writes
•High income potential
•Competitive compensation structure
•Attractive bonus opportunities
Qualifications: At least 3 years experience in insurance sales, insurance sales management, financial services -OR- entrepreneurs with a minimum of five years experience in sales, management or a solid business background. Sufficient capital is needed to start your own agency or to purchase an existing Allstate agency.
Candidate must have Property and Casualty and Life, Accident, and Health insurance license prior to assuming agent position. "Pass" score on company administered Agent Selection Questionnaire is required. A four-year college degree is preferred. For more information on Allstate's Exclusive Agency Program: Please - call Terry toll free at (800)733 -7010 ext. 3395.
7. Phase Research - Accounting Specialist (Orange County, CA)
We are looking for someone who wants to make a career in accounting as this position has growth potential for the right candidate. 3+ years A/R experience required, at least 1 yr exposure/experience in any or all A/P, P/R, GL, JE required.
Manufacturing background preferred. While a degree is not required some College Accounting Classes are required. Good phone, oral and written communication and interaction skills with employees and customers a must. The ideal candidate will enjoy the challenge of a fast paced, multi-task environment, where there will be plenty of opportnity for growth.
Duties include but are not limited to:
· Process Daily Packing Slips, Process Deposits, Process Credits, Process Invoices for A/R & A/P, Data Entry, Statements, Create New Customers, Collection Letters & Calls, Phone backup, Weekly check run, Bank rec Payroll
This position will include cross training, overlap and/or backup with other positions within the company This position is the entry level growth path to become the Senior Accounting Specialist for the company. Hours 8 – 4:30, M-F.
8. INSTITUTE OF INTERNATIONAL EDUCATION - Grants Manager (New York, NY)
The Institute of International Education (IIE) is a world leader in the international exchange of people and ideas. IIE designs and implements fellowship, training, and technical assistance programs for sponsors that include government agencies, corporations, foundations, universities, and international organizations. IIE also provides educational and information services to the public and academic community.
Principal Responsibilities
1. Provide grant oversight for the Global Travel and Learning Fund ( GTLF ) funded by The Ford Foundation and administered by the Institute of International Education, which enables individuals from all over the world to travel internationally to conferences, seminars, and short courses. Primary responsibilities include preparing grants and contracts, conducting due diligence, monitoring grant/contract progress and payment; setting up and maintaining electronic and hard copy filing systems. Periodic sponsor contact (with Ford Foundation offices worldwide.)
2. Handle the logistics of travel for consultants and grantees for a number of Ford Foundation offices in the U.S. and around the world. Responsibilities include fiscal oversight of funding allocation for each office; handling all travel and programming requests.
3. Maintain program systems and procedures related to grants, working with Accounting and the Information Technology Department to improve data management and streamline procedures.
4. Manage other Foundation grant programs for meetings throughout the year; prepare proposals , handle grant set-up at IIE; create and manage databases.
5. Contribute to Scholarship and Training Program Division program development and outreach efforts, especially those which involve foundations or which involve incumbent’s geographic and/or field of study expertise.
Qualifications: Education/Experience/Skills:
- Bachelor’s degree plus 3 or more years of substantive administrative experience.
-- Program budgeting skills are necessary.
-- Strong analytical skills are required, as are excellent interpersonal/cross-cultural skills and ability to work effectively at all levels inside and outside organization.
-- Excellent organizational ability necessary; ability to multi-task and prioritize workload.
-- Initiative, mature judgment, and ability to communicate effectively both orally and in writing.
-- Excellent computer skills, including Microsoft Word, Excel and Access database functions.
-- Ability to work as a member of a team.
9. Alexion Pharmaceuticals - Manager, Analytics and Data Management
Reporting to the Director of Marketing and Sales Operations, this position is responsible for analyzing various data feeds for the US Commercial Operations department at Alexion Pharmaceuticals. The successful candidate would consistently lead efforts to:
Identify, analyze, and reconcile conflicting or ambiguous information in CRM and other data sets;
Analyze and reconcile conflicting information from other data sources such as IMS, Verispan, or NDC prior to presenting to appropriate audiences in management, sales, operations, etc.
Work with business stakeholders to develop standardized reports as well as ad hoc reports from which business decisions can be made.
Prepare weekly, monthly and quarterly reports to internal and external customers. Including sales, marketing and senior management
Analyze sales and related data using BI tools and develop reports that will be presented to management.
Support data-load processes regarding input of new contact/lead management data into CRM. Develop and adhere to QA process for these data loads.
Support sales incentive plans by providing data for plan development and quarterly incentive calculations.
Act as liaison to other business groups within US Commercial Operations. Document CRM change requests and reporting requirements.
Skill Requirements:
Ability to critically evaluate data gathered from multiple sources and reconcile data conflicts as needed
Ability to communicate effectively (verbal, written, presentations) to both technical and non-technical audiences
Ability to create easy-to-understand CRM-training materials for non-technical audiences
Operational expertise with Excel, Access, PowerPoint, CRM, and BI tools
Education Requirement:
BA/BS in Business or Information Systems
Experience(s) Preferred (strongest preference for Pharma/Biotech experience):
Database-management
Cross-functional data standardization
Knowledge of sales and marketing practices within Pharma/Biotech industry
Knowledge of best practices around primary- and secondary-data management within Pharma/Biotech industry
10. Alexion Pharmaceuticals - Product Manager (Central CT)
We are looking for a Product Manager, U.S. Marketing for our Cheshire, CT office. The candidate will be responsible for supporting marketing activities during and post- launch of a novel orphan therapy to the hematologists and oncologists. The candidate will report to the Directors of Marketing.
Skill set: Along with his/her management, plays a key role in developing strategies and tactics, with a focus on solid implementation of tactics through a combination of individual and team efforts. This person must possess a strong ability to manage multiple projects across functional areas, and work independently when appropriate, in teams and as a sub-team lead. The candidate must have pharmaceutical industry experience and a good in-depth knowledge of marketing principles and marketing experience within the pharmaceutical industry.
Knowledge: In-depth knowledge in key principles of brand management and marketing, professional promotion and the sales process. The candidate should have experience in managing external brand agencies and vendors on a day-to-day basis and managing promotional budgets. Prior involvement in championing materials through the medical, regulatory and legal promotional review process, in developing or executing web-based programs and exposure/involvement in brand-related market research activities is also needed to be successful in this role.
Experience: For consideration, we require that the successful candidate hasat least 3-5 years of pharmaceuticals marketing or equivalent in strategic marketing activities. Experience launching or working with a newly launched product or clinical/scientific experience is highly desirable. Experience is Marketing or Sales orphan drugs preferred.
Other Requirements:
Bachelor's degree required, MBA preferred.
Strong knowledge of MS Office: Word, PowerPoint, Excel
Experience in working on multi-functional teams.
Strong organization, planning and prioritization skills.
Excellent communication and presentation skills.
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Survey Results
A few months ago we asked our users if they felt that they were a better worker now than before they turned 40. Over 95% said yes, which is not surprising perhaps. But what was very interesting were the comments about why you are better, including:
- "Yes, I'm definitely a better worker than I was at 40. It would be too simplistic to say that this is because of experience. Of course experience is key but it is how you take advantage of that experience that makes the difference. We should never stop learning, including the lessons learned from making mistakes and suffering disappointments." From Dan.
-" Hello, I am a better worker at 40 plus,years because I have no children in my house I am responsible for. My time is my own. My hours are flexible. I am more relaxed and not distracted with carpool, grades, health of the kids, and I am much more at ease with my reason for wanting to go back to work. It's not about getting a house, we have a house..but contributing to a retirement plan and easing up the finances for my husband who has always worked 50-60 hour work weeks. I want to be with people who are positive and packing something into the stream of life." From Kathryn
-: " By 40 hopefully you have found the job that you like and enjoy doing. At 40 you have gained experience in terms of people skills and perhaps various technical skills. By then you have a sense of confidence in the work you are performing. " From Bob
- "I am much more settled and responsible than earlier years. I care more about the work I am doing and how it fits into the bigger picture and I am much more tolerant of corporate politics than I was. It rolls off of me easier than it used to." From Melanie
- " I am a much better worker than before I was 40: 1) learned from mistakes 2) more confident 3) learned from my successes." From Chuck
- " Yes, I am a better worker now that when I was under 40. I have more experience in good and bad business situations, I can read people better, I am less prone to react because I plan better, my time management skills are, well, extraordinary and I tend to look at the broader picture when making decisions." From Mell
How right you all are... and thanks to the hundreds of other Jobs4.0 Users who took the time to write. We'll have another survey next time.
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· TO APPLY TO ANY OF THESE JOBS, SEND YOUR RESUME TO jobs@jobs4point0.com, OR VISIT WWW.JOBS4POINT0.COM FOR MORE INFORMATION ON THESE JOBS AND THOUSANDS MORE.
PLEASE SEND THIS EMAIL TO YOUR FRIENDS AND COLLEAGUES - WE ( AND THEY) NEED YOUR HELP!! THANKS. Send this email to at least 5 of your contacts, and receive a Jobs4.0 hat. Just let us know!
jobs@jobs4point0.com
COMMENTS? SUGGESTIONS? WE'D LOVE TO HEAR FROM YOU!
© 2007 Jobs4point0, LLC All rights reserved
Tuesday, September 11, 2007
Hottest and Coldest Job Markets
If you are willing to relocate to find a job, check out BizJournal's '10 hottest job markets' in the US. http://www.bizjournals.com/edit_special/55.html
They also list the 10 coldest job markets, which could be interesting to see as well. Maybe it's not your resume, there's just not much hiring going on in your city. And as we know, in a slow market, job seekers over 40 are really going to have a tough time.
We've added some good new employers today .. check us out at www.jobs4point0.com
best,
Steven
They also list the 10 coldest job markets, which could be interesting to see as well. Maybe it's not your resume, there's just not much hiring going on in your city. And as we know, in a slow market, job seekers over 40 are really going to have a tough time.
We've added some good new employers today .. check us out at www.jobs4point0.com
best,
Steven
Tuesday, September 4, 2007
Jobs4.0 and Dartmouth's Tuck School of Business Form Alliance, much more....
I hope everyone enjoyed the last few weeks of summer - welcome back!
HR managers are all back at their desks today, and September is the second busiest hiring month of the year (January is the busiest). So let's get going!
Here's just a quick update on a few things you should know about:
1. We've been very busy in August, talking to the employers who use Jobs4.0 and who recognize the value of hiring people over 40. Our renewal rate among employers is phenomenally high - the employers on our site believe in us and want to hire experienced candidates. And they are hiring Jobs4.0 applicants!
2. Check out our postings - among the hundreds of jobs are excellent opportunities at Vanguard (NC, AZ, Pa), New York Life Insurance (New York), Alexion Pharmaceuticals (all over the US), Moody's Investor Service (NY), MD Anderson Cancer Center (Houston), Macy's South (Atlanta, Houston, Dallas, Charlotte and more), Lifespan hospitals (Rhode Island and MA), and many many more.
3. Jobs4.0's Exclusive Alliance with Dartmouth's Tuck School of Business - We're very pleased to announce that Dartmouth's Tuck School of Business has contacted us about reaching out to Jobs4.0 users. For anyone interested in polishing up their credentials, this could be a great opportunity.
The Tuck School of Business at Dartmouth has developed a special program for business professionals who want to return to corporate careers. It’s designed to help you reenter the fast-changing world of business with refreshed leadership skills and up-to-the-minute know how that top employers demand.
You’ll explore career options as you polish your job-search skills. And you’ll have opportunities to tap into Tuck’s business network to reach potential employers as well as peers who share similar backgrounds and work/life challenges.
Join other business professionals this autumn in New York City and at Dartmouth College in Hanover , New Hampshire , for intensive, high-impact learning experiences led by Tuck’s renowned faculty. Back in Business classmates will have MBAs or MBA-equivalent experience in high-potential careers.
Between the strong community built through the program and the classroom and career sessions, one program graduate concluded “the true gift of Back in Business is that I have choices, that doors are open, and that I feel empowered and ready to make things happen.”
Please contact us at Back.in.Business@dartmouth.edu to schedule an introductory call to discuss the program, or to speak directly with a program graduate. You may also visit www.tuck.dartmouth.edu/backinbusiness for additional information and the application for admission.
4. Last month, we asked you if you thought you were a better worker now than you were before you turned 40, and why. We received an enormous number of responses. The survey responses were 96% supporting the fact that you thought you were a better worker now than when you were in your 20s and 30s. While that result is perhaps not surprising, the reasons many of you provided, and the emphatic nature of your answers, might be eye -opening for many HR managers. More on this in future newsletters, stay tuned.
5. We get emails all the time from job seekers who want to post their resume on our site. We maintain resumes in a private, not public, database. If you haven't done so already, please email it to resumes@jobs4point0.com and we'll maintain it in our private database, which we make available to select employers. Perhaps you've heard about the security breach on some other major job posting boards - it's a major problem for them (and the poor people who put their personal resumes on a public site!). Our private database is more work for us, but it's much much safer for you, and besides your current employer can't see that you are posting your resume when you send it to us!
6. Media update
In case you missed it, Jobs4.0 continues to receive extremely favorable reviews in all the major media, including this week AARP - The Magazine (Sept/Oct issue), and Newsday (the newspaper of Long Island, NY). (newsday http://www.newsday.com/business/ny-bznext0901,0,2007247.story .
Again, welcome back. Good luck, and as always, please contact us with any comments or questions.
Best,
Steven
www.jobs4point0.com
ps. Please remember to recommend us to your friends and colleagues. thanks.
HR managers are all back at their desks today, and September is the second busiest hiring month of the year (January is the busiest). So let's get going!
Here's just a quick update on a few things you should know about:
1. We've been very busy in August, talking to the employers who use Jobs4.0 and who recognize the value of hiring people over 40. Our renewal rate among employers is phenomenally high - the employers on our site believe in us and want to hire experienced candidates. And they are hiring Jobs4.0 applicants!
2. Check out our postings - among the hundreds of jobs are excellent opportunities at Vanguard (NC, AZ, Pa), New York Life Insurance (New York), Alexion Pharmaceuticals (all over the US), Moody's Investor Service (NY), MD Anderson Cancer Center (Houston), Macy's South (Atlanta, Houston, Dallas, Charlotte and more), Lifespan hospitals (Rhode Island and MA), and many many more.
3. Jobs4.0's Exclusive Alliance with Dartmouth's Tuck School of Business - We're very pleased to announce that Dartmouth's Tuck School of Business has contacted us about reaching out to Jobs4.0 users. For anyone interested in polishing up their credentials, this could be a great opportunity.
The Tuck School of Business at Dartmouth has developed a special program for business professionals who want to return to corporate careers. It’s designed to help you reenter the fast-changing world of business with refreshed leadership skills and up-to-the-minute know how that top employers demand.
You’ll explore career options as you polish your job-search skills. And you’ll have opportunities to tap into Tuck’s business network to reach potential employers as well as peers who share similar backgrounds and work/life challenges.
Join other business professionals this autumn in New York City and at Dartmouth College in Hanover , New Hampshire , for intensive, high-impact learning experiences led by Tuck’s renowned faculty. Back in Business classmates will have MBAs or MBA-equivalent experience in high-potential careers.
Between the strong community built through the program and the classroom and career sessions, one program graduate concluded “the true gift of Back in Business is that I have choices, that doors are open, and that I feel empowered and ready to make things happen.”
Please contact us at Back.in.Business@dartmouth.edu to schedule an introductory call to discuss the program, or to speak directly with a program graduate. You may also visit www.tuck.dartmouth.edu/backinbusiness for additional information and the application for admission.
4. Last month, we asked you if you thought you were a better worker now than you were before you turned 40, and why. We received an enormous number of responses. The survey responses were 96% supporting the fact that you thought you were a better worker now than when you were in your 20s and 30s. While that result is perhaps not surprising, the reasons many of you provided, and the emphatic nature of your answers, might be eye -opening for many HR managers. More on this in future newsletters, stay tuned.
5. We get emails all the time from job seekers who want to post their resume on our site. We maintain resumes in a private, not public, database. If you haven't done so already, please email it to resumes@jobs4point0.com and we'll maintain it in our private database, which we make available to select employers. Perhaps you've heard about the security breach on some other major job posting boards - it's a major problem for them (and the poor people who put their personal resumes on a public site!). Our private database is more work for us, but it's much much safer for you, and besides your current employer can't see that you are posting your resume when you send it to us!
6. Media update
In case you missed it, Jobs4.0 continues to receive extremely favorable reviews in all the major media, including this week AARP - The Magazine (Sept/Oct issue), and Newsday (the newspaper of Long Island, NY). (newsday http://www.newsday.com/business/ny-bznext0901,0,2007247.story .
Again, welcome back. Good luck, and as always, please contact us with any comments or questions.
Best,
Steven
www.jobs4point0.com
ps. Please remember to recommend us to your friends and colleagues. thanks.
Tuesday, July 31, 2007
Where Will They Look for a Job?
Jobs4.0 was founded after years of hearing from job seekers all over the US about how traditional job boards too often seemed to be dead-ends for more experienced workers. I heard repeatedly that Monster, Hot Jobs, Career Builder - and the employers that post on them - all acted as if they were only focused on the 20 - or 30 -something candidate with 3 - 8 years experience looking to make their first or second job change. Job seekers over 40 told us that they could apply to hundreds of jobs on those sites and not get even one single response of any kind!
In addition, those 'major' job boards don't screen employers before allowing them to post jobs, they don't screen the types of jobs that are posted there, they don't even check that the jobs in fact are real jobs and not scams ("work from home, 2 hours a week, and make unlimited cash!!" - gee sounds like a great opportunity!)
They are driven far more by style than substance, and quantity over quality. What I saw from Monster.com at the recent national conference for HR professionals was enlightening... Monster spent an enormous amount of money on giveaways - stuffed animals, shirts, hats, funny hats, funnier hats, blinking lapel pins.. on and on... constant pushing of their logo and their name, merely for the sake of getting you to remember their logo and their name... is Monster worth the enormous posting fees? how does Monster attract quality candidates? does it try to attract mature workers and not just younger ones? .. these questions couldn't even be asked amidst the frenzy of dozens of purple clad Monster employees screaming and tossing around Monster logo giveaways in every direction.....
and now comes word today, just weeks later, that Monster is laying off 15% of its entire sales force - 800 people, without notice, b/c they can't afford them.
http://www.jobboarders.com/profiles/blog/show?id=882452%3ABlogPost%3A1511
They probably could have kept hundreds of them if they spent less on their entirely superficial convention exhibit, and the other, similar exhibits and ads they put on all over the US. But sadly the site has always been, and is, far more about style than substance. Employers are paying far too much to speak to candidates that respond to a purple monster, and now Monster's employees are starting to pay the price.
And quite frankly far too many HR managers seemed overly eager to grab the free giveaways. It was shocking to see so many HR professionals fighting over one another for Monster -logo'd hand sanitizers... ugh.. the convention was supposed to be about learing how HR managers could more effectively reach out to job seekers that can help their companies continue to grow, right?
And how is Monster going to spin this massive layoff news? Here's the internal letter from Monster's chief of sales to their employees.. http://www.cheezhead.com/2007/07/30/sue-hayden-message/
Meanwhile, while Monster is spinning, and designing new and bigger stuffed animals and the like, we'll get back to work finding real employers who want to hire job seekers over 40 that can help their companies prosper. We have far fewer jobs than Monster, but every job on our site is a valuable opportunity at a prominent employer, and job seekers using our site are overwhelmingly skilled, energetic job seekers that want to work for many more years,who need to find employers that will judge them on their skills and experience, not on how many birthdays they have had.
Steven
In addition, those 'major' job boards don't screen employers before allowing them to post jobs, they don't screen the types of jobs that are posted there, they don't even check that the jobs in fact are real jobs and not scams ("work from home, 2 hours a week, and make unlimited cash!!" - gee sounds like a great opportunity!)
They are driven far more by style than substance, and quantity over quality. What I saw from Monster.com at the recent national conference for HR professionals was enlightening... Monster spent an enormous amount of money on giveaways - stuffed animals, shirts, hats, funny hats, funnier hats, blinking lapel pins.. on and on... constant pushing of their logo and their name, merely for the sake of getting you to remember their logo and their name... is Monster worth the enormous posting fees? how does Monster attract quality candidates? does it try to attract mature workers and not just younger ones? .. these questions couldn't even be asked amidst the frenzy of dozens of purple clad Monster employees screaming and tossing around Monster logo giveaways in every direction.....
and now comes word today, just weeks later, that Monster is laying off 15% of its entire sales force - 800 people, without notice, b/c they can't afford them.
http://www.jobboarders.com/profiles/blog/show?id=882452%3ABlogPost%3A1511
They probably could have kept hundreds of them if they spent less on their entirely superficial convention exhibit, and the other, similar exhibits and ads they put on all over the US. But sadly the site has always been, and is, far more about style than substance. Employers are paying far too much to speak to candidates that respond to a purple monster, and now Monster's employees are starting to pay the price.
And quite frankly far too many HR managers seemed overly eager to grab the free giveaways. It was shocking to see so many HR professionals fighting over one another for Monster -logo'd hand sanitizers... ugh.. the convention was supposed to be about learing how HR managers could more effectively reach out to job seekers that can help their companies continue to grow, right?
And how is Monster going to spin this massive layoff news? Here's the internal letter from Monster's chief of sales to their employees.. http://www.cheezhead.com/2007/07/30/sue-hayden-message/
Meanwhile, while Monster is spinning, and designing new and bigger stuffed animals and the like, we'll get back to work finding real employers who want to hire job seekers over 40 that can help their companies prosper. We have far fewer jobs than Monster, but every job on our site is a valuable opportunity at a prominent employer, and job seekers using our site are overwhelmingly skilled, energetic job seekers that want to work for many more years,who need to find employers that will judge them on their skills and experience, not on how many birthdays they have had.
Steven
Wednesday, July 25, 2007
Articles of Interest
"Shifting demographics and new realities in the workplace are sending more and more adults back to school, either in pursuit of a lifelong dream or in search of a more rewarding (monetarily or spiritually) career. " So begins an interesting story I saw today on marketwatch.com. Take a look.. here's the link;
Also an interesting story in the Wall Street Journal (page B2B), about a recent study demonstrating that baby boomers want to do more volunteer work, but are frustrated by a lack of information, access to opportunities, etc. Of course, that mirrors what we see on the non-volunteer side of the labor equation.... the point is that mature workers are apparently too often ignored for opportunities, whether or not they want to be paid for their efforts... To me, this really highlights the bias that many employers have against reaching out to older workers --- if you're not hiring people even when they want to work for nothing, then what are their reasons?? In many cases it's because of discrimination against older workers - so don't buy the notion that employers aren't hiring workers over 40 b/c they are too expensive... too many don't hire them even when it comes to volunteering...
Steven
Also an interesting story in the Wall Street Journal (page B2B), about a recent study demonstrating that baby boomers want to do more volunteer work, but are frustrated by a lack of information, access to opportunities, etc. Of course, that mirrors what we see on the non-volunteer side of the labor equation.... the point is that mature workers are apparently too often ignored for opportunities, whether or not they want to be paid for their efforts... To me, this really highlights the bias that many employers have against reaching out to older workers --- if you're not hiring people even when they want to work for nothing, then what are their reasons?? In many cases it's because of discrimination against older workers - so don't buy the notion that employers aren't hiring workers over 40 b/c they are too expensive... too many don't hire them even when it comes to volunteering...
Steven
Monday, July 16, 2007
Why?
"Why are people over 40 looking for a job?" is a question I get asked a lot by employers. Of course there are many reasons.... I saw an interesting survey today, contained in a new book called Seduction and Risk: The Emergence of Extreme Jobs, that perhaps sheds light on some of them.
The survey, also summarized in the Harvard Business Review, reveals the very high hidden costs of high level, 'extreme' jobs.. Among those surveyed, 69 percent said their extreme jobs undermine their health, 58 percent said that their work gets in the way of a good relationship with their kids, 46 percent said it hurts their marriage. I wonder how many Jobs4.0 users share some or all of these feelings, and how many are looking a different job because of that....
Whatever your reasons - and of course there are many many other reasons beyond the 'burnout' ones noted in the survey - we've added a host of new jobs yesterday and today.... good luck....
Best,
Steven
The survey, also summarized in the Harvard Business Review, reveals the very high hidden costs of high level, 'extreme' jobs.. Among those surveyed, 69 percent said their extreme jobs undermine their health, 58 percent said that their work gets in the way of a good relationship with their kids, 46 percent said it hurts their marriage. I wonder how many Jobs4.0 users share some or all of these feelings, and how many are looking a different job because of that....
Whatever your reasons - and of course there are many many other reasons beyond the 'burnout' ones noted in the survey - we've added a host of new jobs yesterday and today.... good luck....
Best,
Steven
Wednesday, July 11, 2007
Recent New Hires in the News, and What it Tells Us
We all know that ageism is alive and well at many many employers around the US, despite laws designed to protect workers over 40. And it's often a particular kind of ageism, a bias that seems to be most prevalent against job seekers for mid-level or entry positions, as opposed to very high level executive spots. This week's Wall Street Journal, at page B5, lists recent hires of note -- and of the 21 announcements, exactly 20 of them involved a person over age 40 getting a new job.
Many of these new jobs were promotions from within the company.... but an almost equal number were lateral hires for very top level management positions. Which leads to a question I never get a good answer to... if people over 40 are valuable enough, reliable enough, energetic enough to be hired for a very high level position, or to be promoted to a job where the level of stress is greater and the demands on them is far higher than what they've dealt with before, then how come those same employers won't hire people at that age for other positions at those same companies? If the employer will hire a CFO at age 52, then why is 47, or 57 for that matter, too old to be hired as a bookkeeper or comptroller?? The reason? There is no good reason... Ageism, like all forms of discrimination, is illogical and unfair.. but thanks to Macy's South, Vanguard and others, we are making some progress....
best
steven
Many of these new jobs were promotions from within the company.... but an almost equal number were lateral hires for very top level management positions. Which leads to a question I never get a good answer to... if people over 40 are valuable enough, reliable enough, energetic enough to be hired for a very high level position, or to be promoted to a job where the level of stress is greater and the demands on them is far higher than what they've dealt with before, then how come those same employers won't hire people at that age for other positions at those same companies? If the employer will hire a CFO at age 52, then why is 47, or 57 for that matter, too old to be hired as a bookkeeper or comptroller?? The reason? There is no good reason... Ageism, like all forms of discrimination, is illogical and unfair.. but thanks to Macy's South, Vanguard and others, we are making some progress....
best
steven
Southern Comfort
Great news for job seekers in the 17 southern US States... you know who you are....Macy's South has joined our family of corporate partners.. they are making a big commitment to reach out to all of our job seekers over 40! They have several jobs on our site already, with many more to come, in a wide range of areas. Store manager jobs, merchandising positions and many more. please spread the word to anyone who you think might be interested in these spots. And thank you Macy's South.
Tuesday, June 26, 2007
Great news for Jobs4.0 Users
Great news today for all job seekers over 40.... today Jobs4.0 and Arbita --the leading provider of global job advertising distribution solutions-- announced that they will be working together to help major employers attract and retain job seekers over 40.
Multigenerational Recruiting is vital to reaching the entire workforce and achieving a bias-free workplace,” said Doug Ries, Executive Vice President of Arbita.net. “Partnering with Jobs4.0 will add value for our clients by enabling them to target seasoned candidates who bring experience, skills and wisdom to their organizations,” Ries concluded.
We've been working with Arbita for many months now and they are a dynamic, highly effective company. This new announcement today should really help us expand our reach into new markets... meaning lots more job opportunities for all of our job seekers over 40. Stay tuned!!
Thanks to all for their support - we couldn't have great days like today without the growing legion of skilled, experienced workers over 40 who continue to support Jobs4.0....
Thanks,
steven
Multigenerational Recruiting is vital to reaching the entire workforce and achieving a bias-free workplace,” said Doug Ries, Executive Vice President of Arbita.net. “Partnering with Jobs4.0 will add value for our clients by enabling them to target seasoned candidates who bring experience, skills and wisdom to their organizations,” Ries concluded.
We've been working with Arbita for many months now and they are a dynamic, highly effective company. This new announcement today should really help us expand our reach into new markets... meaning lots more job opportunities for all of our job seekers over 40. Stay tuned!!
Thanks to all for their support - we couldn't have great days like today without the growing legion of skilled, experienced workers over 40 who continue to support Jobs4.0....
Thanks,
steven
Monday, June 18, 2007
It's Time
Sorry for not blogging in a while... we've been incredibly busy these past weeks...
we've had 4 speaking engagements the past few weeks... which is quite enjoyable and I learn so much from job seekers whenever I speak with them.... but it really cuts into my blogging time.
Anyone see the Time magazine article on the aging workforce? http://www.time.com/time/health/article/0,8599,1633194,00.html
The article misses the point in the way so many articles in the mainstream press often do. The aging workforce means so much more than not having enough caregivers to help us out of our wheelchairs!! Why can't the media get passed this? The major problem surrounding our aging workforce is that companies must re-think their hiring policies and reach out to the over 40 job seeker. Companies who want to continue to grow in the coming years simply must re-assess ageism in the hiring process.... there aren't enough younger workers coming in to the workforce.. this is a big change from what employers have grown accustomed to in the last 50 years.. and way too many employers are simply ignoring the coming tsunami..
But Jobs4.0 is making progress.... we are signing up more great employers every week. A major new financial organization will be joining us this week, and Moody's Investor joined us last week, along with a dozen other prominent employers.. Take a look..
Back to work! And keep those emails coming, we really like hearing from you.
Best,
Steven
www.jobs4point0.com
we've had 4 speaking engagements the past few weeks... which is quite enjoyable and I learn so much from job seekers whenever I speak with them.... but it really cuts into my blogging time.
Anyone see the Time magazine article on the aging workforce? http://www.time.com/time/health/article/0,8599,1633194,00.html
The article misses the point in the way so many articles in the mainstream press often do. The aging workforce means so much more than not having enough caregivers to help us out of our wheelchairs!! Why can't the media get passed this? The major problem surrounding our aging workforce is that companies must re-think their hiring policies and reach out to the over 40 job seeker. Companies who want to continue to grow in the coming years simply must re-assess ageism in the hiring process.... there aren't enough younger workers coming in to the workforce.. this is a big change from what employers have grown accustomed to in the last 50 years.. and way too many employers are simply ignoring the coming tsunami..
But Jobs4.0 is making progress.... we are signing up more great employers every week. A major new financial organization will be joining us this week, and Moody's Investor joined us last week, along with a dozen other prominent employers.. Take a look..
Back to work! And keep those emails coming, we really like hearing from you.
Best,
Steven
www.jobs4point0.com
Thursday, May 31, 2007
What Next, a Standing Ovation for Coming to Work?
One of the objections companies say they have to hiring workers over 40 is that they 'may be too set in their ways'and won't fit in with the company. I know from many of the speaking engagements I have done that older job seekers feel that this is one of the main reasons why younger HR managers discriminate against them.
My reply is always the same - for every obstacle that HR managers want to create to hiring older workers -- real or imagined-- there can be a similar obstacle that could be placed to hiring younger workers. Older workers increase health insurance premiums? Well younger workers are more likely to have dependent children on their insurance policies. Older workers are too set in their ways? Well, younger workers don't work as hard, they reject authority, they feel like their job is an entitlement.
But while ageism drives HR managers away from older workers, companies are forever chasing younger workers - and spending more and more money and resources in the process. There's an interesting piece on NPR this morning about just how far companies are going to appease the "Me Generation" of younger workers. Some companies are actually hiring coaches -- essentially cheerleaders-- because younger workers need to feel like they are appreciated at the office!
http://www.npr.org/templates/story/story.php?storyId=10538676#email
Amazing, when there is a growing talent pool of over 40 workers that will work hard, respectfully and reliably for 20 more years, and who understand that a job is a privilege and is not simply another venue to be pampered or catered to.
Best,
Steven
My reply is always the same - for every obstacle that HR managers want to create to hiring older workers -- real or imagined-- there can be a similar obstacle that could be placed to hiring younger workers. Older workers increase health insurance premiums? Well younger workers are more likely to have dependent children on their insurance policies. Older workers are too set in their ways? Well, younger workers don't work as hard, they reject authority, they feel like their job is an entitlement.
But while ageism drives HR managers away from older workers, companies are forever chasing younger workers - and spending more and more money and resources in the process. There's an interesting piece on NPR this morning about just how far companies are going to appease the "Me Generation" of younger workers. Some companies are actually hiring coaches -- essentially cheerleaders-- because younger workers need to feel like they are appreciated at the office!
http://www.npr.org/templates/story/story.php?storyId=10538676#email
Amazing, when there is a growing talent pool of over 40 workers that will work hard, respectfully and reliably for 20 more years, and who understand that a job is a privilege and is not simply another venue to be pampered or catered to.
Best,
Steven
Wednesday, May 16, 2007
Nice Niche
We tell this to employers every day, but still it's nice to see it in the Wall Street Journal... yesterday's Career Journal(page B6), has article titled "Employers, Online Job Hunters Turn to Niche Web Postings". Article points out that the mega-boards are down substantially, while some niche sites are gaining more and more traction. The article also nails the point that some niche sites are doing well because they deliver less irrelevant resumes but more quality candidates to the employers.
As I've said many times, the big job boards don't make a lot of sense - their model is too mindlessly capture all the resumes they can instead of smartly targeting job seekers that employers actually want to hear from. Lots of users may help big job boards sell banner space on their sites, but it doesn't help employers who end up having to wade through large numbers of bad resumes. WHO you attract to your site, and HOW you attract them, makes all the difference. Advertising a job board on the side of a bus, or on soap operas, as some of these board relentlessly do, is not the answer. And employers are starting to notice.
Best,
Steven
As I've said many times, the big job boards don't make a lot of sense - their model is too mindlessly capture all the resumes they can instead of smartly targeting job seekers that employers actually want to hear from. Lots of users may help big job boards sell banner space on their sites, but it doesn't help employers who end up having to wade through large numbers of bad resumes. WHO you attract to your site, and HOW you attract them, makes all the difference. Advertising a job board on the side of a bus, or on soap operas, as some of these board relentlessly do, is not the answer. And employers are starting to notice.
Best,
Steven
Thursday, May 10, 2007
Letter from Jobs4.0 User
Here's a letter I recently received from a Jobs4.0 user who found a job on our site. We've received a number of these lately, but this one in particular struck a chord with me..
"On my birthday, _____, I was dismissed from my job as a Tier 2 Technical Support Engineer in the IT industry. I was 53 years old.
On April 4, 2001, I had been laid-off from a similar position when the technology bubble burst and it took me over 3.5 years to find similar employment, albeit at half of my previous salary.
I was not the Lone Ranger in that story. There were ten's of thousands like me, people over 40 with a strong IT resume who could not find employment in the IT industry.
Having had that experience, my future looked extremely bleak on January 17, 2007, as I began another job search.
At the end of January, on his way to work, my doctor heard Bruce Reznick's NPR story about Jobs 4.0. Also , Mr. ______of ______, Inc., heard the same story.
That same day, while my doctor was telling me about Jobs 4.0, Mr. _____ was posting a job notice on Jobs 4.0. On Saturday, February 3, I discovered that notice on Jobs 4.0 and submitted my application.
After 2 days of telephone tag, I had a 50-minute telephone interview on Wednesday, February 8, and a 4-hour personal interview the next day. On Monday, February 12, I started my new position ., as Chief Technology Officer.
Need I say more?
Steven, I am forwarding your letter to people I know who will benefit from Jobs 4.0 and I am encouraging them to forward your letter to people they know. Viral marketing will get the word out and those folks in Iowa, Montana and Hawaii along with many, many others will get your message.
Thanks again for what you are doing!
Sincerely,"
"On my birthday, _____, I was dismissed from my job as a Tier 2 Technical Support Engineer in the IT industry. I was 53 years old.
On April 4, 2001, I had been laid-off from a similar position when the technology bubble burst and it took me over 3.5 years to find similar employment, albeit at half of my previous salary.
I was not the Lone Ranger in that story. There were ten's of thousands like me, people over 40 with a strong IT resume who could not find employment in the IT industry.
Having had that experience, my future looked extremely bleak on January 17, 2007, as I began another job search.
At the end of January, on his way to work, my doctor heard Bruce Reznick's NPR story about Jobs 4.0. Also , Mr. ______of ______, Inc., heard the same story.
That same day, while my doctor was telling me about Jobs 4.0, Mr. _____ was posting a job notice on Jobs 4.0. On Saturday, February 3, I discovered that notice on Jobs 4.0 and submitted my application.
After 2 days of telephone tag, I had a 50-minute telephone interview on Wednesday, February 8, and a 4-hour personal interview the next day. On Monday, February 12, I started my new position ., as Chief Technology Officer.
Need I say more?
Steven, I am forwarding your letter to people I know who will benefit from Jobs 4.0 and I am encouraging them to forward your letter to people they know. Viral marketing will get the word out and those folks in Iowa, Montana and Hawaii along with many, many others will get your message.
Thanks again for what you are doing!
Sincerely,"
Monday, April 30, 2007
The Most Emailed Questions to Jobs4.0...
After a great weekend of coaching little games, I sat down to work last night to answer some emails. The questions we receive most, by a wide wide margin, are 'can I send you my resume?' and 'Does Jobs4.0 maintain a resume database?'
Answers, yes and yes.
We've received hundreds and hundreds of outstanding resumes that we now maintain in a private database. I don't see the value in a public resume space -- I would never post my resume on one of them, and I imagine many good candidates wouldn't either. Although it might work for a few people, I think for the type of job seekers that use Jobs4.0, we have a far better alternative.
We have a private database of resumes that only Jobs4.0 has access to. We review and forward the relevant resumes to select employers/clients of Jobs4.0. We do all the work so job seekers can maintain privacy in their job search and employers get the value of receiving pre-screened resumes from skilled job seekers who are savvy enough not to paste their resume all over the internet.
So..... if you haven't done so already, send us your resume, and tell us what types of jobs and locations are of interest to you.... we'll do our best to help. At no charge.
By the way, the little league games were great fun.... if you ever get a chance to coach, you should try it! I learn something from them every game.
Best,
Steven
Answers, yes and yes.
We've received hundreds and hundreds of outstanding resumes that we now maintain in a private database. I don't see the value in a public resume space -- I would never post my resume on one of them, and I imagine many good candidates wouldn't either. Although it might work for a few people, I think for the type of job seekers that use Jobs4.0, we have a far better alternative.
We have a private database of resumes that only Jobs4.0 has access to. We review and forward the relevant resumes to select employers/clients of Jobs4.0. We do all the work so job seekers can maintain privacy in their job search and employers get the value of receiving pre-screened resumes from skilled job seekers who are savvy enough not to paste their resume all over the internet.
So..... if you haven't done so already, send us your resume, and tell us what types of jobs and locations are of interest to you.... we'll do our best to help. At no charge.
By the way, the little league games were great fun.... if you ever get a chance to coach, you should try it! I learn something from them every game.
Best,
Steven
Thursday, April 26, 2007
Quick Update
Sorry I haven't blogged in a while - inexcusable, but I'll try anyway.... I've been on the road a lot, meeting employers. Some great companies are getting close to joining us....stay tuned...
Best news of all are the reports of Jobs4.0 users not only getting interviews, but getting job offers. I've heard of 4 offers again this week that were accepted. Fantastic! As one of the 4 told me, "I really don't think I would have found out about this job any place else." He was tired of being ignored when he applied via Monster. We all know how hard it is even to get any response at all when you apply via some other sites -- even a rejection letter would be an improvement many times!!!-- but Jobs4.0 employers are stepping up. They are not only posting jobs, they are looking closely at the resumes, and responding, interviewing, and HIRING! We still have a long long way to go, but we are moving in the right direction.
Please write and share your Jobs4.0 experiences with me... good, bad and the ugly.. I'd like to hear it all....It will help us build a better product for all of us...
Gotta run and get more jobs.....
Best,
STeven
Best news of all are the reports of Jobs4.0 users not only getting interviews, but getting job offers. I've heard of 4 offers again this week that were accepted. Fantastic! As one of the 4 told me, "I really don't think I would have found out about this job any place else." He was tired of being ignored when he applied via Monster. We all know how hard it is even to get any response at all when you apply via some other sites -- even a rejection letter would be an improvement many times!!!-- but Jobs4.0 employers are stepping up. They are not only posting jobs, they are looking closely at the resumes, and responding, interviewing, and HIRING! We still have a long long way to go, but we are moving in the right direction.
Please write and share your Jobs4.0 experiences with me... good, bad and the ugly.. I'd like to hear it all....It will help us build a better product for all of us...
Gotta run and get more jobs.....
Best,
STeven
Saturday, April 14, 2007
Jobs4.0 Users Are Getting Jobs!
Great developments -- we've learned of 4 people in the past weekthat have received offers from jobs they applied to on Jobs4.0. Very good. Here's one Jobs4.0 job seeker who wrote to tell us about it:
"I just wanted to let you know that I applied for one of the advertised positions, interviewed and was offered the position yesterday, and have significantly improved my situation. Thank you.
Please accept my compliments and feel free to use this communication as a heartfelt testimonial from a very satisfied contact.
Best wishes.
William"
If you received a job offer from a Jobs4.0 company, please let us know. And write to us about any interviews you've had, we'd really like to hear about your experiences, it will help us do a better job for you.
Thanks,
Steven
PS. But the first step has to be yours - find the job or the employer that is a good match for you on Jobs4.0 and go after it!! For ideas on how to maximize your chances of success, see my Forbes.com article (go to www.jobs4point0.com and click on the Forbes.com link)
"I just wanted to let you know that I applied for one of the advertised positions, interviewed and was offered the position yesterday, and have significantly improved my situation. Thank you.
Please accept my compliments and feel free to use this communication as a heartfelt testimonial from a very satisfied contact.
Best wishes.
William"
If you received a job offer from a Jobs4.0 company, please let us know. And write to us about any interviews you've had, we'd really like to hear about your experiences, it will help us do a better job for you.
Thanks,
Steven
PS. But the first step has to be yours - find the job or the employer that is a good match for you on Jobs4.0 and go after it!! For ideas on how to maximize your chances of success, see my Forbes.com article (go to www.jobs4point0.com and click on the Forbes.com link)
Thursday, April 12, 2007
Short Circuit City
An article in The New York Times this week analyzed the layoffs of over 3,400 workers at Circuit City.
http://select.nytimes.com/search/restricted/article?res=FB0911FE3D5B0C778CDDAD0894DF404482
The article accepted the company's statements that the layoffs were not because 'the employees were doing a bad job and not because the company was eliminating their positions." Instead, Circuit City said that they were fired because they wanted to replace the workers - most in their 40s, 50s and 60s - with lower paid workers. The Times reporter approvingly added, without any citations, that "experience isn't quite as valuable as we might like to believe."
Even assuming that's true- and Albert Einstein among many others would disagree with the Times' reporter - it seems to me that these layoffs are simply ageism run amok. How many of the older, fired workers were given the chance to keep their jobs at a reduced salary? Apparently this wasn't part of the Circuit City game plan. Seems to me that they wanted to fire older workers en masse, and they did.
That very same day, the Times coincidentally ran two articles that had the (unintended) effect of proving just how shameful and illogical Circuit City's actions were. One was a piece on an 81 year old high school teacher who delights students with his unique perspectives and methods. The other was a book review - a glowing book review - of a memoir called 'The Invisible Wall'. The Times gushed over its powerful impact. The author happens to be 96 years old - yes 96. Each of them would have been fired by Circuit City 40 years earlier! 40 years!!! Each of these productive members of society are considered too old and too unproductive - by the Times and much of corporate America - to sell TV's, but they can delight hundreds of high school kids a week and write powerful, intense books. What a shame for Circuit City, and all of us.
http://www.nytimes.com/2007/04/04/books/04grim.html?ex=1176523200&en=f89dd32df7c9a610&ei=5070
I don't expect we'll see them on Jobs4.0 anytime soon.
Maybe we should take some lessons from recent events and threaten to boycott stores that openly practice ageism.
Best,
Steven
http://select.nytimes.com/search/restricted/article?res=FB0911FE3D5B0C778CDDAD0894DF404482
The article accepted the company's statements that the layoffs were not because 'the employees were doing a bad job and not because the company was eliminating their positions." Instead, Circuit City said that they were fired because they wanted to replace the workers - most in their 40s, 50s and 60s - with lower paid workers. The Times reporter approvingly added, without any citations, that "experience isn't quite as valuable as we might like to believe."
Even assuming that's true- and Albert Einstein among many others would disagree with the Times' reporter - it seems to me that these layoffs are simply ageism run amok. How many of the older, fired workers were given the chance to keep their jobs at a reduced salary? Apparently this wasn't part of the Circuit City game plan. Seems to me that they wanted to fire older workers en masse, and they did.
That very same day, the Times coincidentally ran two articles that had the (unintended) effect of proving just how shameful and illogical Circuit City's actions were. One was a piece on an 81 year old high school teacher who delights students with his unique perspectives and methods. The other was a book review - a glowing book review - of a memoir called 'The Invisible Wall'. The Times gushed over its powerful impact. The author happens to be 96 years old - yes 96. Each of them would have been fired by Circuit City 40 years earlier! 40 years!!! Each of these productive members of society are considered too old and too unproductive - by the Times and much of corporate America - to sell TV's, but they can delight hundreds of high school kids a week and write powerful, intense books. What a shame for Circuit City, and all of us.
http://www.nytimes.com/2007/04/04/books/04grim.html?ex=1176523200&en=f89dd32df7c9a610&ei=5070
I don't expect we'll see them on Jobs4.0 anytime soon.
Maybe we should take some lessons from recent events and threaten to boycott stores that openly practice ageism.
Best,
Steven
Saturday, April 7, 2007
New Employers/New Service for our JobSeekers
So much going on these days, it's hard to find time to write. Among the developments is that we've added many new employers in the past weeks - check out New York Life Insurance, Stanford University, AXA Advisors, Alexion Pharmaceuticals, FirstCard Merchants and many more. Check it out! Any questions, please feel free to email us.
Also, in response to many of your requests, we are now sending resumes directly to our contacts at our client/employers! So if you prefer, you can send us your resume and a list of the jobs that you want to apply to on our site, and we'll forward them directly to a real live HR person at the employer!
And again thanks to the many of you who are spreading the word about Jobs4.0. We are getting more and more emails from people telling us that a friend or colleague recommended Jobs4.0.... Without that referral network we can't continue to drive new employers to post jobs and embrace job seekers over 40.
I'll write more soon,
Steven
Also, in response to many of your requests, we are now sending resumes directly to our contacts at our client/employers! So if you prefer, you can send us your resume and a list of the jobs that you want to apply to on our site, and we'll forward them directly to a real live HR person at the employer!
And again thanks to the many of you who are spreading the word about Jobs4.0. We are getting more and more emails from people telling us that a friend or colleague recommended Jobs4.0.... Without that referral network we can't continue to drive new employers to post jobs and embrace job seekers over 40.
I'll write more soon,
Steven
Thursday, March 29, 2007
Upcoming Radio Program
For those of you in the Cincinnati area, I'll be doing a call-in radio program this Sunday, April 1 from around 2:10- 2:40 EST. The program is called Talent Wins, and it airs on 55 KRC (550 AM), a FOX radio station. I'd love to hear from you, if you can call in. The show is also available on line at www.55krc.com/pages/streaming.html
We've done many of these around the US, but each show also has some surprises - either in the types of calls we get, or the direction in which the host drives the conversation. The host of this program is also a career counselor, so I would expect this program to be more substantive than most.
Best,
Steven
We've done many of these around the US, but each show also has some surprises - either in the types of calls we get, or the direction in which the host drives the conversation. The host of this program is also a career counselor, so I would expect this program to be more substantive than most.
Best,
Steven
Tuesday, March 20, 2007
Good advice, from Mr. Backus
Here's a random item - I love reading biographies and obituaries of successful people. It's amazing to read, time after time, how success came about only after years and years of frustration. We all know talent is rarely enough by itself - it also takes great determination and energy. Job seekers over 40 need to remember that!
In my Forbes.com article, I wrote that you should apply to every job where you feel like you are a good match, and follow up on your resume submission in creative, relevant, energetic ways. Don't be deflated by the fear of rejection. If you need a boost, take a look at the obituary of John Backus in today's NY Times. Who was John Backus? Well you might not be reading this (or anything else on a computer) without his contributions. He was the leader of the team that developed Fortran, the first widely used programming language. Fortran was 'the turning point' in computer software, and his work 'opened the door to modern computing.'
He suffered many many setbacks along the way, and he certainly had no guarantee of success. Here's how he dealt with frustration, and failure - he was talking about programming but he could have been giving advice to job seekers over 40, trying to overcome ageism:
"You need the willingness to fail all the time," he said. "You have to generate many ideas and then you have to work very hard to discover that they don't work. And you keep doing that over and over until you find one that does work."
So keep at it, and take a look at Jobs4.0 today - we've added a whole bunch of new jobs lately!
http://www.nytimes.com/2007/03/20/business/20backus.html?ex=1175054400&en=d76ca10764a7769f&ei=5070&emc=eta1
Best,
Steven
In my Forbes.com article, I wrote that you should apply to every job where you feel like you are a good match, and follow up on your resume submission in creative, relevant, energetic ways. Don't be deflated by the fear of rejection. If you need a boost, take a look at the obituary of John Backus in today's NY Times. Who was John Backus? Well you might not be reading this (or anything else on a computer) without his contributions. He was the leader of the team that developed Fortran, the first widely used programming language. Fortran was 'the turning point' in computer software, and his work 'opened the door to modern computing.'
He suffered many many setbacks along the way, and he certainly had no guarantee of success. Here's how he dealt with frustration, and failure - he was talking about programming but he could have been giving advice to job seekers over 40, trying to overcome ageism:
"You need the willingness to fail all the time," he said. "You have to generate many ideas and then you have to work very hard to discover that they don't work. And you keep doing that over and over until you find one that does work."
So keep at it, and take a look at Jobs4.0 today - we've added a whole bunch of new jobs lately!
http://www.nytimes.com/2007/03/20/business/20backus.html?ex=1175054400&en=d76ca10764a7769f&ei=5070&emc=eta1
Best,
Steven
Friday, March 16, 2007
AOL then AWOL
My Forbes.com article was picked up by AOL and put on their home page this week - I greatly appreciate all of the emails I have recieved about it... I will respond to every one of them, so sorry for the delay, I am working on them every chance I get. Thanks.
I am working on my next articles now - as always, I'd welcome your input for story suggestions. Also, if you've ever filed an age discrimination suit and want to discuss it for an upcoming article, please let me know.
Please check out our site -we've added hundreds of new jobs this week - including jobs at Hartford Hospital, Allstate, KPMG, Firstcard Merchant Services, and many more...
Best,
Steven
I am working on my next articles now - as always, I'd welcome your input for story suggestions. Also, if you've ever filed an age discrimination suit and want to discuss it for an upcoming article, please let me know.
Please check out our site -we've added hundreds of new jobs this week - including jobs at Hartford Hospital, Allstate, KPMG, Firstcard Merchant Services, and many more...
Best,
Steven
Tuesday, March 13, 2007
And the Survey Says.....
"A national survey by the Boston College Center on Aging and Work shows many U.S. companies are not prepared for the shortfall in labor, experience and expertise that will accompany the retirement of the baby boomer generation. "
We've been saying this every day for 6 months, but it's nice to see a respected research institution confirm what we've known for a long time. Jobs seekers over 40 are going to become more and more valuable to employers in the next few years. Even the companies that fail to see the value that older workers bring (less training time, better work habits, more stability, more skill, etc) will be forced to start hiring older workers in the coming years.
There is an impending labor shortage (and shortage of expertise) in the US that most companies are completely ignoring. And the smart companies will start branding themselves now as being open to hiring older workers. Job seekers: you need to find those companies that "get it",and try not to be discouraged by the many employers that don't.
Steven
Here's a link to the national survey article: http://www.newswise.com/articles/view/528045/
We've been saying this every day for 6 months, but it's nice to see a respected research institution confirm what we've known for a long time. Jobs seekers over 40 are going to become more and more valuable to employers in the next few years. Even the companies that fail to see the value that older workers bring (less training time, better work habits, more stability, more skill, etc) will be forced to start hiring older workers in the coming years.
There is an impending labor shortage (and shortage of expertise) in the US that most companies are completely ignoring. And the smart companies will start branding themselves now as being open to hiring older workers. Job seekers: you need to find those companies that "get it",and try not to be discouraged by the many employers that don't.
Steven
Here's a link to the national survey article: http://www.newswise.com/articles/view/528045/
Thursday, March 8, 2007
"Mike and the Mad Dog" Weigh In on Jobs4.0?
Sometimes you get help from the unlikeliest of places... yesterday I was feeling a bit down, so I went for a short drive. I tune in to the legendary sports radio hosts "Mike and the Mad Dog" on WFAN in New York (people either love them, or hate them, or both), and they are in the middle of a discussion about sportscaster Dick Enberg, who started broadcasting before steroids were invented....They were saying how great Enberg still is at calling basketball games, and now in his 70's he's better than ever. Mike then chimes in with "it used to be sportscasters in their 40's were too old, now people like Enberg are in their 70's and they are still adding new gigs." It made my day.
If Mike and the Mad Dog understand the value of older workers, then corporate America can't be far behind!! Ya gotta love it, as 60-something sportscaster Tim McCarver might say....
Steven
If Mike and the Mad Dog understand the value of older workers, then corporate America can't be far behind!! Ya gotta love it, as 60-something sportscaster Tim McCarver might say....
Steven
Radio Call-In Show Thursday AM
Jobs4.0 has been featured in major newspapers, on radio programs, the evening TV news, magazines and more. We've given talks to large groups and smaller ones, but today is a first... we'll be doing a radio call in show on WRJM, a 100,000 watt station that reaches Alabama, western Georgia and the Florida panhandle. I'll be taking calls from 7:30-8AM CST on Thursday. Please call in if you'd like, I'd love to hear from you.
The station streams on www.wrjm.us so anyone reading this can join in. Should be fun...
Best,
Steven
The station streams on www.wrjm.us so anyone reading this can join in. Should be fun...
Best,
Steven
Monday, March 5, 2007
Article on Forbes.com - Resumes for Job Seekers Over 40
The question I get asked most often by job seekers is 'what can I do to make my resume more compelling?" My first article as a contributing writer for Forbes.com addresses that very topic. It was posted on Forbes.com today.
www.forbes.com/leadership/careers/2007/03/05/careers-resume-jobs-leadership-careers-cx_sg_0305over40.html
Take a look, it has 3 of the best pieces of advice that I have acccumulated in my 16 plus years working with job seekers over 40.
Please feel free to contact me with your comments on it.
Best,
Steven
www.forbes.com/leadership/careers/2007/03/05/careers-resume-jobs-leadership-careers-cx_sg_0305over40.html
Take a look, it has 3 of the best pieces of advice that I have acccumulated in my 16 plus years working with job seekers over 40.
Please feel free to contact me with your comments on it.
Best,
Steven
New Developments
Sorry for not writing more - I was on the road last week, meeting new companies and talking to potential new partners about alliances that will help deliver more quality employers with good jobs to our site. New jobs on our site in the past week include major employers like Vanguard, AXA Financial and Allied Moulded and smaller employers with great businesses such as Bowman Valuation Services, Capitol Petsitters and more.
Please continue to check out all of our postings, and apply to jobs! And tell your friends and colleagues to do the same - the new postings are a direct result of the incredible support you have given us.
Thanks,
steven
Please continue to check out all of our postings, and apply to jobs! And tell your friends and colleagues to do the same - the new postings are a direct result of the incredible support you have given us.
Thanks,
steven
Friday, February 23, 2007
Jobs4.0 Newsletter
Sorry for not writing this week....in case you missed it or are not yet signed up for our newsletters, here's the latest one..
"Jobs4.0 New Arrivals!
Jobs4.0 is opening doors for you and our fellow job seekers over 40 every day. Please bookmark our site and check it regularly! Don't despair if we don't have a job that matches your credentials today, check back with us next week, we'll have added hundreds more jobs!
If you haven't looked at Jobs4.0 in a while, you may have missed new jobs added by many companies including:
Allstate Insurance
Tiffany & Co.
Alexion Pharmaceuticals
ManateeCommunity College
UBS
United American Insurance
Xerox Capital Services
YaleHospital
Liberty National Insurance
National Income Insurance
Intelligent Hue
STEP, Inc.
And so many more. We've added jobs around the US, including Montana, and Hawaii. Now it's up to you to help yourselves! Please review our site and apply to jobs. Send jobs to friends and colleagues! The more good candidates that apply to jobs on our site, the easier it will be for other companies to post jobs with us.
Jobs4.0 has spoken with every single one of the companies on our site. They've told us, often enthusiastically, that they want to see resumes from candidates with the skills to do the job; they won't trash your resume because of ageism.
We are so proud be partnering not only with big employers like Starbucks, The Home Depot, Tiffany and GE, but also the many truly outstanding small companies that are now posting with us! We've spoken with many great people running quality businesses, including some extraordinary people at non-profits that have all reached out to us to let us know they WANT TO SEE RESUMES OF JOB SEEKERS OVER 40!!
Please seek them out and apply to them, and if you can think of a friend or colleague that might want to hear about the job, please email it to them! Thanks.
You're right - Workers Over 40 are Better!
Did you see The Wall Street Journal article on 'The Upside of Aging' last week? A great article for all job seekers over 40!!
Bottom line is that the best current research on aging proves what we've known for a long time - age discrimination in the hiring process is illogical. Of most relevance is the WSJ's conclusion that:
"An emerging body of research shows that a surprising array of mental functions hold us well into old age, while others actually get better....Older brains are packed with more so-called expert knowledge -information relevant to your occupation or hobby." The 'longevity of expert knowledge and cognitive templates lies behind the finding that air-traffic controllers in their 60s are at least as skilled as those in their 30s...It was as if their experience had equipped them with the most efficient algorithm for keeping planes safely spaced."
And this is true for people in their 60s!! So why are so many employers routinely ignoring the resumes of all job seekers over 40?!
As I read this article, I couldn't help but think of the HR manager at a leading, national retail chain that recently declined to post jobs on Jobs4.0 because she 'had no interest in hiring older workers'. And all the other employers that you and I know harbor the same bias. This research is more evidence that they are actually hurting their company's efforts to recruit the best talent.
We ask people over 40 all the time 'are you a better worker now than you have ever been?' The answer is always a resounding yes. Turns out we're in good company - the article quotes a 71 year old Nobel Prize Winner for medicine who says he is doing science better now than when he was younger. Does anyone see the irony here? If he applied for a job as a researcher when he was 65 or 58 or 49 he probably never would have gotten an interview! A 70 year old person can be talented and productive enough to earn a Nobel studying toxicity levels in cancer patients, but to an HR manager it is the scientist's resume that is radioactive. The HR manager wouldn't want to even touch it.
Take a look at the article, and paste it to your resume!!
Comments/Suggestions/Ideas
As always, we'd like to hear from you. Any suggestions for companies that we should contact would be welcome. Success stories finding a job over 40? Stories of discrimination? Anything on your mind, we'd like to hear from you. Thanks again for your support.
Best,
Steven
PS. Did you catch the stories about Jobs4.0 on NPR or NBC (in NY, LA, DC, VA, MD), The Washington Post, or The New York Times, among others? If you'd like to be considered for a news story, or know of a media outlet that might be interested in reporting on us, please let us know. Thanks.
"Jobs4.0 New Arrivals!
Jobs4.0 is opening doors for you and our fellow job seekers over 40 every day. Please bookmark our site and check it regularly! Don't despair if we don't have a job that matches your credentials today, check back with us next week, we'll have added hundreds more jobs!
If you haven't looked at Jobs4.0 in a while, you may have missed new jobs added by many companies including:
Allstate Insurance
Tiffany & Co.
Alexion Pharmaceuticals
ManateeCommunity College
UBS
United American Insurance
Xerox Capital Services
YaleHospital
Liberty National Insurance
National Income Insurance
Intelligent Hue
STEP, Inc.
And so many more. We've added jobs around the US, including Montana, and Hawaii. Now it's up to you to help yourselves! Please review our site and apply to jobs. Send jobs to friends and colleagues! The more good candidates that apply to jobs on our site, the easier it will be for other companies to post jobs with us.
Jobs4.0 has spoken with every single one of the companies on our site. They've told us, often enthusiastically, that they want to see resumes from candidates with the skills to do the job; they won't trash your resume because of ageism.
We are so proud be partnering not only with big employers like Starbucks, The Home Depot, Tiffany and GE, but also the many truly outstanding small companies that are now posting with us! We've spoken with many great people running quality businesses, including some extraordinary people at non-profits that have all reached out to us to let us know they WANT TO SEE RESUMES OF JOB SEEKERS OVER 40!!
Please seek them out and apply to them, and if you can think of a friend or colleague that might want to hear about the job, please email it to them! Thanks.
You're right - Workers Over 40 are Better!
Did you see The Wall Street Journal article on 'The Upside of Aging' last week? A great article for all job seekers over 40!!
Bottom line is that the best current research on aging proves what we've known for a long time - age discrimination in the hiring process is illogical. Of most relevance is the WSJ's conclusion that:
"An emerging body of research shows that a surprising array of mental functions hold us well into old age, while others actually get better....Older brains are packed with more so-called expert knowledge -information relevant to your occupation or hobby." The 'longevity of expert knowledge and cognitive templates lies behind the finding that air-traffic controllers in their 60s are at least as skilled as those in their 30s...It was as if their experience had equipped them with the most efficient algorithm for keeping planes safely spaced."
And this is true for people in their 60s!! So why are so many employers routinely ignoring the resumes of all job seekers over 40?!
As I read this article, I couldn't help but think of the HR manager at a leading, national retail chain that recently declined to post jobs on Jobs4.0 because she 'had no interest in hiring older workers'. And all the other employers that you and I know harbor the same bias. This research is more evidence that they are actually hurting their company's efforts to recruit the best talent.
We ask people over 40 all the time 'are you a better worker now than you have ever been?' The answer is always a resounding yes. Turns out we're in good company - the article quotes a 71 year old Nobel Prize Winner for medicine who says he is doing science better now than when he was younger. Does anyone see the irony here? If he applied for a job as a researcher when he was 65 or 58 or 49 he probably never would have gotten an interview! A 70 year old person can be talented and productive enough to earn a Nobel studying toxicity levels in cancer patients, but to an HR manager it is the scientist's resume that is radioactive. The HR manager wouldn't want to even touch it.
Take a look at the article, and paste it to your resume!!
Comments/Suggestions/Ideas
As always, we'd like to hear from you. Any suggestions for companies that we should contact would be welcome. Success stories finding a job over 40? Stories of discrimination? Anything on your mind, we'd like to hear from you. Thanks again for your support.
Best,
Steven
PS. Did you catch the stories about Jobs4.0 on NPR or NBC (in NY, LA, DC, VA, MD), The Washington Post, or The New York Times, among others? If you'd like to be considered for a news story, or know of a media outlet that might be interested in reporting on us, please let us know. Thanks.
Sunday, February 18, 2007
Today's Quiz
Today's quiz: What do these numbers mean? What are they? prime numbers, my bowling scores?
69 68 65 64 64 62 61 61 61 60 58 57 57 57 57 56 56 56 55 55 55 55 54 54 54 54 54 52 52 51 51 51 51 51 50 49 49 48 47 46 46 43 42
These were the ages of the successful job seekers for the office of President of the US. All over 40, most over 50. Hmmmm.
Yes, the minimum age to be POTUS is 35, but isn't that interesting? Our founding founders (the old geezers!!) apparently saw the wisdom in excluding YOUNGER candidates and so established a minumum age to be president, but they saw no danger in allowing older candidates to serve as president and therefore did not establish any age limit!
And has anyone heard any call to amend the Constitution so that people younger than 35 can be president? Of course not, we all know that over 40 or over 50 or over 60 is still plenty young enough -- to be POTUS or anything else!!
Yet if Abe Lincoln were alive today and at 50 years old he decided to seek an in house counsel job instead of run for POTUS, he'd never get past the online application system at most big employers. Lincoln could write the Gettysburg Address of all cover letters, and most HR managers wouldn't even take the time to read it....
Maybe I'll point this out to some of the HR managers I am scheduled to meet with this week....
Regards,
Steven
PS. Keep applying to the jobs you see on Jobs4.0!! We are making great progress!
69 68 65 64 64 62 61 61 61 60 58 57 57 57 57 56 56 56 55 55 55 55 54 54 54 54 54 52 52 51 51 51 51 51 50 49 49 48 47 46 46 43 42
These were the ages of the successful job seekers for the office of President of the US. All over 40, most over 50. Hmmmm.
Yes, the minimum age to be POTUS is 35, but isn't that interesting? Our founding founders (the old geezers!!) apparently saw the wisdom in excluding YOUNGER candidates and so established a minumum age to be president, but they saw no danger in allowing older candidates to serve as president and therefore did not establish any age limit!
And has anyone heard any call to amend the Constitution so that people younger than 35 can be president? Of course not, we all know that over 40 or over 50 or over 60 is still plenty young enough -- to be POTUS or anything else!!
Yet if Abe Lincoln were alive today and at 50 years old he decided to seek an in house counsel job instead of run for POTUS, he'd never get past the online application system at most big employers. Lincoln could write the Gettysburg Address of all cover letters, and most HR managers wouldn't even take the time to read it....
Maybe I'll point this out to some of the HR managers I am scheduled to meet with this week....
Regards,
Steven
PS. Keep applying to the jobs you see on Jobs4.0!! We are making great progress!
Friday, February 16, 2007
The Upside of Jobs4.0
Take a look at 'The Upside of Aging', in today's Wall Street Journal (page one of weekend journal section). A great article for all job seekers over 40!!
Bottom line is that the best current research on aging proves what we've known for a long time - age discrimination in the hiring process is illogical. Of most relevance is the WSJ's conclusion that:
"An emerging body of research shows that a surprising array of mental functions hold us well into old age, while others actually get better....Older brains are packed with more so-called expert knowledge -information relevant to your occupation or hobby." The 'longevity of expert knowledge and cognitive templates lies behind the finding that air-traffic controllers in their 60s are at least as skilled as those in their 30s...It was as if their experience had equipped them with the most efficient algorithm for keeping planes safely spaced."
As I read this, I couldn't help but think of the HR manager at a leading, national retail chain that recently declined to post jobs on Jobs4.0 because she had no interest in hiring older workers. And all the other employers that probably harbor the same biases. This research is more evidence that they are actually hurting their company's efforts to recruit the best talent.
Another amazing aspect to this is that while the research now demonstrates how workers in their 60s can be BETTER workers than people in their 30s, discrimination continues to frustrate the efforts of job seekers even in their early 40s and 50s.
We ask people over 40 all the time 'are you a better worker now than you have ever been?' The answer is always a resounding yes. Turns out we're in good company - the article quotes a 71 year old Nobel Prize Winner for medicine who says he is doing science better now than when he was younger. Does anyone see the irony here? If he applied for a job as a researcher when he was 65 or 58 or 49 he probably never would have gotten an interview! A 70 year old person can be talented and productive enough to earn a Nobel studying toxicity levels in cancer patients, but to an HR manager it is the scientist's resume that is radioactive. The HR manager wouldn't want to even touch it.
But things are moving in our direction, we've got to keep plugging.....
Take a look at the article, and paste it to your resume!!
Thanks,
Steven
Bottom line is that the best current research on aging proves what we've known for a long time - age discrimination in the hiring process is illogical. Of most relevance is the WSJ's conclusion that:
"An emerging body of research shows that a surprising array of mental functions hold us well into old age, while others actually get better....Older brains are packed with more so-called expert knowledge -information relevant to your occupation or hobby." The 'longevity of expert knowledge and cognitive templates lies behind the finding that air-traffic controllers in their 60s are at least as skilled as those in their 30s...It was as if their experience had equipped them with the most efficient algorithm for keeping planes safely spaced."
As I read this, I couldn't help but think of the HR manager at a leading, national retail chain that recently declined to post jobs on Jobs4.0 because she had no interest in hiring older workers. And all the other employers that probably harbor the same biases. This research is more evidence that they are actually hurting their company's efforts to recruit the best talent.
Another amazing aspect to this is that while the research now demonstrates how workers in their 60s can be BETTER workers than people in their 30s, discrimination continues to frustrate the efforts of job seekers even in their early 40s and 50s.
We ask people over 40 all the time 'are you a better worker now than you have ever been?' The answer is always a resounding yes. Turns out we're in good company - the article quotes a 71 year old Nobel Prize Winner for medicine who says he is doing science better now than when he was younger. Does anyone see the irony here? If he applied for a job as a researcher when he was 65 or 58 or 49 he probably never would have gotten an interview! A 70 year old person can be talented and productive enough to earn a Nobel studying toxicity levels in cancer patients, but to an HR manager it is the scientist's resume that is radioactive. The HR manager wouldn't want to even touch it.
But things are moving in our direction, we've got to keep plugging.....
Take a look at the article, and paste it to your resume!!
Thanks,
Steven
Wednesday, February 14, 2007
Sound familiar?
Check out this email that I received from a gentleman who saw a story about Jobs4.0 on NBC in MD today. This will strike some people as amazing, others merely as confirmation of their own experiences:
"I'm a 50-something lawyer, working as a government consultant, trying to get back into an active law job. I'd been in a federal appointment that was eliminated through budget cuts. I was so pleased to find out about your site last night on the local NBC news in Washington. I looked for a job this morning; although I didn't find one today, I'll be back on your site.
Even when salaries are comparable, age discrimination is blatant in the legal field. I'd gotten through 6 individual interviews with one law firm with flying colors, to have the chief partner interview me. That partner was a woman, about my age, and I thought--briefly--a woman would understand employment discrimination, would understand age discrimination, would have likely encountered it--and this was a firm that handled employment law disputes, including age discrimination. She looked over my resume, looked up at me, and said, "I don't much care what my partners have said. You're about my age--and I don't know where I'd put you; you'd be taking orders from younger people, and I don't think you'd fit in with that."
Another law firm saw my resume on one of the commercial job sites, called me in, and then had the hiring partner tell me in an interview, before he'd asked question one, "I didn't screen these resumes. This job is beneath you. I really wanted someone with less experience, a younger attorney. How many trials have you had?" After I replied, he said, "This would be a waste of time. You've tried more cases than I have. I'll validate your parking, though."
Please keep plugging away for the "seasoned" veteran. We know how to show up for work, and we know how to get the work done. "
Sometimes a CEO or newsreporter will seem incredulous when we discuss the rampant ageism that exists in much of corporate America. They ask, "do hiring managers really SAY such things?' -- Well, as you can see yes they do, and the problem is so acute that even partners in law firms may have no problem discriminating on the basis of age.
Keep those emails coming, they keep us motivated to find employers that embrace job seekers over 40!!
Thanks,
Steven
"I'm a 50-something lawyer, working as a government consultant, trying to get back into an active law job. I'd been in a federal appointment that was eliminated through budget cuts. I was so pleased to find out about your site last night on the local NBC news in Washington. I looked for a job this morning; although I didn't find one today, I'll be back on your site.
Even when salaries are comparable, age discrimination is blatant in the legal field. I'd gotten through 6 individual interviews with one law firm with flying colors, to have the chief partner interview me. That partner was a woman, about my age, and I thought--briefly--a woman would understand employment discrimination, would understand age discrimination, would have likely encountered it--and this was a firm that handled employment law disputes, including age discrimination. She looked over my resume, looked up at me, and said, "I don't much care what my partners have said. You're about my age--and I don't know where I'd put you; you'd be taking orders from younger people, and I don't think you'd fit in with that."
Another law firm saw my resume on one of the commercial job sites, called me in, and then had the hiring partner tell me in an interview, before he'd asked question one, "I didn't screen these resumes. This job is beneath you. I really wanted someone with less experience, a younger attorney. How many trials have you had?" After I replied, he said, "This would be a waste of time. You've tried more cases than I have. I'll validate your parking, though."
Please keep plugging away for the "seasoned" veteran. We know how to show up for work, and we know how to get the work done. "
Sometimes a CEO or newsreporter will seem incredulous when we discuss the rampant ageism that exists in much of corporate America. They ask, "do hiring managers really SAY such things?' -- Well, as you can see yes they do, and the problem is so acute that even partners in law firms may have no problem discriminating on the basis of age.
Keep those emails coming, they keep us motivated to find employers that embrace job seekers over 40!!
Thanks,
Steven
Tuesday, February 13, 2007
Welcome Washington Post readers
Interesting how so many of the most prominent news organizations in the country are among the first ones to recognize what Jobs4.0 is trying to accomplish. First it was Forbes.com, MSNBC.com, The New York Times, and then WNBC, NPR and today The Washington Post. The WP has a good piece on how workers over 40 can maximize their opportunities to get a new job, and we are quoted extensively.
Please let me know what you think.
Thanks,
Steven
http://www.washingtonpost.com/wp-dyn/content/article/2007/02/12/AR2007021201144.html?referrer=emailarticle
Please let me know what you think.
Thanks,
Steven
http://www.washingtonpost.com/wp-dyn/content/article/2007/02/12/AR2007021201144.html?referrer=emailarticle
Perspectives
The illogic of age discrimination is confirmed to me every day, in myriad ways. Whenever I see a study on how mature workers require less training time, or how they stay in their jobs longer than younger workers, I wonder why more employers aren't agressively seeking out experienced workers. Instead, far too many HR managers simply hit delete when they see a resume of a candidate over 40. We get emails every day from job seekers who are 41 or 47, even some in their late 30's (!) detailing their experiences with ageism.
So why is it that the perspective changes so dramatically when we talk about the top positions at companies? The lead story in today's Wall Street Journal casually mentions (the article is not about ageism) how 'instead of a young, 42-year old CEO..."(emphasis added) the company would be co-headed by men who are 71 and 61.
I agree 42 is young, but not just for a CEO. It's young for almost any job. Why is 42 considered young for the most challenging position at a company but not for other jobs that are less stressful and less demanding? If a 42 year old is young for a CEO, isn't 42 also young for an accounting or sales or IT or any other position? Why not 52? Or if the 71 year old can still be CEO, can't companies hire someone at 64, someone with skills and maturity who can add value into their 70's? A 64 year old can stay in that job for 10 years -- how long do people in their 20's stay in the same job?
The point is that job seekers over 40 just want to find an employer that will hire people based on their talent, energy and work habits and just because they are not applying to be CEO doesn't make them older -- it just makes them valuable.
So why is it that the perspective changes so dramatically when we talk about the top positions at companies? The lead story in today's Wall Street Journal casually mentions (the article is not about ageism) how 'instead of a young, 42-year old CEO..."(emphasis added) the company would be co-headed by men who are 71 and 61.
I agree 42 is young, but not just for a CEO. It's young for almost any job. Why is 42 considered young for the most challenging position at a company but not for other jobs that are less stressful and less demanding? If a 42 year old is young for a CEO, isn't 42 also young for an accounting or sales or IT or any other position? Why not 52? Or if the 71 year old can still be CEO, can't companies hire someone at 64, someone with skills and maturity who can add value into their 70's? A 64 year old can stay in that job for 10 years -- how long do people in their 20's stay in the same job?
The point is that job seekers over 40 just want to find an employer that will hire people based on their talent, energy and work habits and just because they are not applying to be CEO doesn't make them older -- it just makes them valuable.
Thursday, February 8, 2007
Welcome WNBC TV Viewers
Welcome to all our new job seekers who discovered Jobs4.0 tonight on WNBC's award winning evening newscast.
For new visitors to Jobs4.0 in NY and NJ, Welcome!! Please read our mission statement for more info about us. Essentially our goal is to open doors at PROMINENT employers for job seekers over 40 -- we work all day every day to find good jobs at top companies that want to judge job seekers over 40 on their skills and experience, not on how many candles were on their birthday cake last year. We screen every employer before accepting their postings. We refuse jobs postings that are sketchy and we reject jobs from temp agencies and headhunters.
In just 5 months since our launch, we are already partnering with GE, Starbucks, The Home Depot, MIT, Yale Hospital, Save the Children, Allstate Insurance, UBS, US Surgical, Merrill Lynch, Hyatt, Hilton and many many more employers.
We even posted our first jobs in Hawaii today! But frankly we need to do better in NY and NJ. (CT responded quite well already - with UBS, USSurgical, Starbucks, Save the Children and others). We have many job seekers from NY and NJ on our site, but not enough quality employers have come forward yet (although we are close to posting jobs from a number of top employers in NY/NJ- stay tuned).
You won't see our ads on billboards or on the sides of city buses. We grow the best way possible - organically, by recommendation and word of mouth. Spread the word!! When you apply from our site you are helping confirm to companies that job seekers over 40 support the mission of Jobs4.0. Together we can fight ageism in the hiring process!
Because we insist on posting jobs from prominent employers only, it takes a bit more time than we'd like to find quality jobs in every category and location. So PLEASE BE PATIENT as we ramp up. New jobs are added every day - so if no jobs match your criteria, please check back soon! AND ALSO, take a look at the employers using our site and write to them, tell them you support their efforts to reach out to job seekers over 40! We are looking to change the corporate culture that exists in too many places, a culture that completely ignores experienced workers. We need to show the more progressive employers that we recognize and support them!
I'll be writing a column for Forbes.com starting next month about mid-career issues. I'd like to write about issues that are of greatest concern to you, so please write to me with your comments, stories, questions, etc!
Again thanks for your support, and welcome!
Thanks,
Steven
For new visitors to Jobs4.0 in NY and NJ, Welcome!! Please read our mission statement for more info about us. Essentially our goal is to open doors at PROMINENT employers for job seekers over 40 -- we work all day every day to find good jobs at top companies that want to judge job seekers over 40 on their skills and experience, not on how many candles were on their birthday cake last year. We screen every employer before accepting their postings. We refuse jobs postings that are sketchy and we reject jobs from temp agencies and headhunters.
In just 5 months since our launch, we are already partnering with GE, Starbucks, The Home Depot, MIT, Yale Hospital, Save the Children, Allstate Insurance, UBS, US Surgical, Merrill Lynch, Hyatt, Hilton and many many more employers.
We even posted our first jobs in Hawaii today! But frankly we need to do better in NY and NJ. (CT responded quite well already - with UBS, USSurgical, Starbucks, Save the Children and others). We have many job seekers from NY and NJ on our site, but not enough quality employers have come forward yet (although we are close to posting jobs from a number of top employers in NY/NJ- stay tuned).
You won't see our ads on billboards or on the sides of city buses. We grow the best way possible - organically, by recommendation and word of mouth. Spread the word!! When you apply from our site you are helping confirm to companies that job seekers over 40 support the mission of Jobs4.0. Together we can fight ageism in the hiring process!
Because we insist on posting jobs from prominent employers only, it takes a bit more time than we'd like to find quality jobs in every category and location. So PLEASE BE PATIENT as we ramp up. New jobs are added every day - so if no jobs match your criteria, please check back soon! AND ALSO, take a look at the employers using our site and write to them, tell them you support their efforts to reach out to job seekers over 40! We are looking to change the corporate culture that exists in too many places, a culture that completely ignores experienced workers. We need to show the more progressive employers that we recognize and support them!
I'll be writing a column for Forbes.com starting next month about mid-career issues. I'd like to write about issues that are of greatest concern to you, so please write to me with your comments, stories, questions, etc!
Again thanks for your support, and welcome!
Thanks,
Steven
Tuesday, February 6, 2007
Some good news in today's paper
An article in today's Wall Street Journal, reprinted in the Pittsburgh Post-Gazette, talks about how aging baby boomers are nudging some forward thinking companies to do more to retain older employees. Take a look
http://www.post-gazette.com/pg/07036/759620-28.stm
This is great news for older workers, and it shows what we have been saying for six months now -- that the tables are slowing turning in favor of job seekers over 40. Efforts to retain workers over 40 should eventually lead to efforts to hire workers over 40. ...Employer perspectives do seem to be changing, slowly.
The "labor shortage" we hear so much about is not really a shortage of labor, it is a 'shortage of perspective' on where companies should be looking to attract and retain talent. There's a shortage of workers in their 20's and 30's now compared to the boomer years, but every day at Jobs4.0 we see that there is no shortage of skilled, motivated and energetic labor for companies enlightened enough to hire people in their 40's, 50's and 60's.....
Steven
http://www.post-gazette.com/pg/07036/759620-28.stm
This is great news for older workers, and it shows what we have been saying for six months now -- that the tables are slowing turning in favor of job seekers over 40. Efforts to retain workers over 40 should eventually lead to efforts to hire workers over 40. ...Employer perspectives do seem to be changing, slowly.
The "labor shortage" we hear so much about is not really a shortage of labor, it is a 'shortage of perspective' on where companies should be looking to attract and retain talent. There's a shortage of workers in their 20's and 30's now compared to the boomer years, but every day at Jobs4.0 we see that there is no shortage of skilled, motivated and energetic labor for companies enlightened enough to hire people in their 40's, 50's and 60's.....
Steven
Saturday, February 3, 2007
Act 2
A couple of thoughts on this Saturday morning:
1. Please continue to name Jobs4.0 as your referral source when applying to jobs. We are making great progress with many companies, but we need to demonstrate to our employer/partners that job seekers over 40 are responding to their efforts to reach out to us. And keep referring us to your friends and colleagues. It helps everyone! Together we are pushing open doors all over the US (yes Hawaii, even you!!)
2. Funny how there are so many pieces written in the NY Times and elsewhere about the vitality and importance of chief executives over 40, but so little written about the the vast number of workers over 40 who have simply done a great job their whole career in lower profile positions. For example, a piece in today's NY Times called "2nd Acts in the Executive Suite" discusses the dynamics of chief executives retiring from their companies and then returning to those companies for round 2. Michael Dell, Ted Waitt, Steve Jobs and others are all cited as adding value the second time around, and a study by a Ohio State professor shows companies that bring their founders back for a second go-round outperform the market by 9 percent!!
But you shouldn't have to be the ex-founder to get hired later in your career. Sure they offer unique value, and for that reason they are uniquely compensated. That makes sense. But what about the 49 year old engineer who worked for Dell, then moved to Maryland to be near his parents and can't get a job now? Yes we know Michael Dell is still vital and entergetic and brilliant - but like him the engineer can add value to many companies for 15 years or more. HR managers would be doing their company a great service by reaching out to people like him. But far too many 40+ job seekers never get the chance to even be considered for a job. If Steve Jobs or Michael Dell had to go through an automated application system, they never would have gotten an interview the second time around!!! Some HR manager would have seen their date of graduation and they'd be done. HR people take note - there are many 2nd Acts in the American labor force just waiting to happen!
Enjoy your weekend.
Steven
1. Please continue to name Jobs4.0 as your referral source when applying to jobs. We are making great progress with many companies, but we need to demonstrate to our employer/partners that job seekers over 40 are responding to their efforts to reach out to us. And keep referring us to your friends and colleagues. It helps everyone! Together we are pushing open doors all over the US (yes Hawaii, even you!!)
2. Funny how there are so many pieces written in the NY Times and elsewhere about the vitality and importance of chief executives over 40, but so little written about the the vast number of workers over 40 who have simply done a great job their whole career in lower profile positions. For example, a piece in today's NY Times called "2nd Acts in the Executive Suite" discusses the dynamics of chief executives retiring from their companies and then returning to those companies for round 2. Michael Dell, Ted Waitt, Steve Jobs and others are all cited as adding value the second time around, and a study by a Ohio State professor shows companies that bring their founders back for a second go-round outperform the market by 9 percent!!
But you shouldn't have to be the ex-founder to get hired later in your career. Sure they offer unique value, and for that reason they are uniquely compensated. That makes sense. But what about the 49 year old engineer who worked for Dell, then moved to Maryland to be near his parents and can't get a job now? Yes we know Michael Dell is still vital and entergetic and brilliant - but like him the engineer can add value to many companies for 15 years or more. HR managers would be doing their company a great service by reaching out to people like him. But far too many 40+ job seekers never get the chance to even be considered for a job. If Steve Jobs or Michael Dell had to go through an automated application system, they never would have gotten an interview the second time around!!! Some HR manager would have seen their date of graduation and they'd be done. HR people take note - there are many 2nd Acts in the American labor force just waiting to happen!
Enjoy your weekend.
Steven
Thursday, February 1, 2007
NPR'd
Many thanks for all of the emails - NPR listeners are certainly an impressive group.
A couple of thoughts this fine February morning:
1. Jobs4.0 is adding jobs and talking to employers almost all day every day. Some are receptive to hiring job seekers over 40, a growing number are at least willing to listen to us, and a number just don't seem to care very much at all about reaching out to experienced workers. The point is that if you see a company (not necessarily a particular job)on our site that you have an interest in working for, apply to them!! Tell them you saw their postings on Jobs4.0, you applaud their ability to see the enormous value of hiring experienced workers, and then describe your skill set and what you can do for them. The point is, we are not necessarily getting every job from every employer that posts on our site. Go after it - and please tell them that you were led to them via Jobs4.0. Thanks.
2. I've been thinking a lot about automated application systems that more and more large employers are using these days. I had some great questions about this in Darien the other night (where by the way I met enough skilled, energetic, dynamic over 40 job seekers to make any HR manager smile). What kinds of questions do they tend to ask? I heard at least some of them seem designed to determine age. What is your experience? Please let me know, this needs to be examined.
3. You'll be seeing many more jobs on our site soon - and some in areas where we have very few jobs right now (like the entire state of Texas for example, as some of you have helpfully pointed out to me!!). Actually United American Insurance just posted jobs all over Texas, and more is to come from other employers, in Texas and elsewhere. Hang on cowboys and cowgirls, the cavalry is on the way....
Thanks so much for everyone's support. The more I see the emails and resumes come in to our office, the more convinced I am that it is the employers that have the most to gain from Jobs4.0. They have been ignoring an incredible group of people for far too long...
Best,
Steven
A couple of thoughts this fine February morning:
1. Jobs4.0 is adding jobs and talking to employers almost all day every day. Some are receptive to hiring job seekers over 40, a growing number are at least willing to listen to us, and a number just don't seem to care very much at all about reaching out to experienced workers. The point is that if you see a company (not necessarily a particular job)on our site that you have an interest in working for, apply to them!! Tell them you saw their postings on Jobs4.0, you applaud their ability to see the enormous value of hiring experienced workers, and then describe your skill set and what you can do for them. The point is, we are not necessarily getting every job from every employer that posts on our site. Go after it - and please tell them that you were led to them via Jobs4.0. Thanks.
2. I've been thinking a lot about automated application systems that more and more large employers are using these days. I had some great questions about this in Darien the other night (where by the way I met enough skilled, energetic, dynamic over 40 job seekers to make any HR manager smile). What kinds of questions do they tend to ask? I heard at least some of them seem designed to determine age. What is your experience? Please let me know, this needs to be examined.
3. You'll be seeing many more jobs on our site soon - and some in areas where we have very few jobs right now (like the entire state of Texas for example, as some of you have helpfully pointed out to me!!). Actually United American Insurance just posted jobs all over Texas, and more is to come from other employers, in Texas and elsewhere. Hang on cowboys and cowgirls, the cavalry is on the way....
Thanks so much for everyone's support. The more I see the emails and resumes come in to our office, the more convinced I am that it is the employers that have the most to gain from Jobs4.0. They have been ignoring an incredible group of people for far too long...
Best,
Steven
Wednesday, January 31, 2007
Welcome NPR Listeners!
Thank you to Bruce Reznik, the NPR reporter who spent so much time learning about Jobs4.0 in preparation for his report on us today. To his great credit, he not only did the standard interviews, he actually came to our office to read many of the emails we've received from job seekers, spoke to our clients and conducted his own research....pretty impressive. He's a professional who has been in the business for many years, and it shows.
In case you missed the report this AM, it will run again at 7:50 AM, 9:50 AM and in some cities at 11:50 AM EST.
To NPR listeners:
Welcome!
As the report suggests, Jobs4.0 launched just over 4 months ago and we are already partnering with GE, MIT, The Home Depot, Starbucks Coffee Company, UBS, US Surgical, Yale Hospital, and many many more. We work only with prominent employers -no staffing firms or headhunters. Every job posted on our site is sent to us from the company itself, and is the result of a conversation (or three) we've had with them about their commitment to reaching out to job seekers over 40. We spend all day every day talking to employers, trying to find companies that want to judge candidates on their skills and experience, and not on how many birthday candles were on their cake last year.
This process takes time to do it right, without compromising our standards in any way. So if you don't see any relevant postings today, please check back with us soon. We will be adding hundreds of jobs later in the week from additional employers, and every week we welcome new employers into the family of Jobs4.0 companies that are embracing experienced workers.
Please contact us with your comments, suggestions, success stories, employers we should contact, etc. We'd like to hear from you.
Thanks,
Steven
In case you missed the report this AM, it will run again at 7:50 AM, 9:50 AM and in some cities at 11:50 AM EST.
To NPR listeners:
Welcome!
As the report suggests, Jobs4.0 launched just over 4 months ago and we are already partnering with GE, MIT, The Home Depot, Starbucks Coffee Company, UBS, US Surgical, Yale Hospital, and many many more. We work only with prominent employers -no staffing firms or headhunters. Every job posted on our site is sent to us from the company itself, and is the result of a conversation (or three) we've had with them about their commitment to reaching out to job seekers over 40. We spend all day every day talking to employers, trying to find companies that want to judge candidates on their skills and experience, and not on how many birthday candles were on their cake last year.
This process takes time to do it right, without compromising our standards in any way. So if you don't see any relevant postings today, please check back with us soon. We will be adding hundreds of jobs later in the week from additional employers, and every week we welcome new employers into the family of Jobs4.0 companies that are embracing experienced workers.
Please contact us with your comments, suggestions, success stories, employers we should contact, etc. We'd like to hear from you.
Thanks,
Steven
Monday, January 29, 2007
Darien Professionals - Tuesday night
I am looking forward to meeting job seekers in the Fairfield County, Ct area tomorrow night (Tuesday) at the Darien Professionals Networking group, 7:30 PM at the Darien public library. I have heard a number of good things about this particular group, come by if you have a chance and find out what other job seekers over 40 are up to. And I know that meeting you will help Jobs4.0 do its job better...Thanks.
Steven
Steven
Friday, January 26, 2007
Walking Through Open Doors
I received a comment today from "Mike" - here it is..
"I am now 40. I started feeling the discrimination when I was in my 30s and a fresh graduate with an M.B.A. I had big dreams for myself at one time. One major issue appears to be employers that are completely enamored with the 20-something crowd which - as we all know - is lacking in overall professional maturity, wisdom and dedication (I recently read about a 24-year-old managing director - what a joke). I sincerely hope that this website opens doors for us and, perhaps, provides us with the motivation and foundation to organize against the wave of age discrimination. Thanks for a great website. Good luck to all. "
To Mike and many more of you who have written expressing a similar sentiment: Thanks for writing. As you suggest, Jobs4.0 is working to open doors, but you and your over 40 colleagues need to be walking through them. For that to happen, job seekers need to check our site regularly and apply to the employers that are posting with us. WHEN APPLYING, PLEASE LET THEM KNOW YOU ARE DOING SO IN RESPONSE TO JOBS4.0 POSTINGS! These companies WANT to see your resume, yet I suspect some job seekers are mistakenly avoiding mentioning our site for fear of HR managers discriminating against them! Bad idea. Attempting to mislead HR people about your age isn't going to lead to job offers. First of all, there is no way to hide your age on a resume - none. Omitting dates and jobs is a transparent and poor response to a difficult situation. Instead, find employers that embrace experienced workers, and then carefully draft a strong resume. And please tell them you saw their postings on Jobs4.0, they will thank you for it!
An ever growing number of prominent employers are posting jobs with us - doors are starting to open, and you need to walk through them, not walk around the block and try to get in through a different entrance!
I'll be a columnist for Forbes.com beginning the first week of February and my first column will cover this in detail. Stay tuned....
Thanks,
Steven
"I am now 40. I started feeling the discrimination when I was in my 30s and a fresh graduate with an M.B.A. I had big dreams for myself at one time. One major issue appears to be employers that are completely enamored with the 20-something crowd which - as we all know - is lacking in overall professional maturity, wisdom and dedication (I recently read about a 24-year-old managing director - what a joke). I sincerely hope that this website opens doors for us and, perhaps, provides us with the motivation and foundation to organize against the wave of age discrimination. Thanks for a great website. Good luck to all. "
To Mike and many more of you who have written expressing a similar sentiment: Thanks for writing. As you suggest, Jobs4.0 is working to open doors, but you and your over 40 colleagues need to be walking through them. For that to happen, job seekers need to check our site regularly and apply to the employers that are posting with us. WHEN APPLYING, PLEASE LET THEM KNOW YOU ARE DOING SO IN RESPONSE TO JOBS4.0 POSTINGS! These companies WANT to see your resume, yet I suspect some job seekers are mistakenly avoiding mentioning our site for fear of HR managers discriminating against them! Bad idea. Attempting to mislead HR people about your age isn't going to lead to job offers. First of all, there is no way to hide your age on a resume - none. Omitting dates and jobs is a transparent and poor response to a difficult situation. Instead, find employers that embrace experienced workers, and then carefully draft a strong resume. And please tell them you saw their postings on Jobs4.0, they will thank you for it!
An ever growing number of prominent employers are posting jobs with us - doors are starting to open, and you need to walk through them, not walk around the block and try to get in through a different entrance!
I'll be a columnist for Forbes.com beginning the first week of February and my first column will cover this in detail. Stay tuned....
Thanks,
Steven
Monday, January 22, 2007
Monday morning with Ray & Diane.. & Jodi too
I had a good time this morning on WTIC, the CBS radio affiliate in Hartford, CT. Thanks to "Ray and Diane" for having us on during the morning commute, and helping spread the word. They have posted a link to the interview on their home page, go to www.wtic.com .
While I was waiting to go on I did some quick research on CT's governor Jodi Rell. She's an interesting story - she didn't run for office til later than most politicians and at 45 she was still a very obscure state representative. Even as Lt Governor she was little known (who is CT's Lt governor now?), but when Governor Rowland went down in disgrace, she was suddenly CT's governor.
But what do you know, as governor her approval ratings have reached record highs, and in the most recent election she received more votes than any governor in the history of CT! The point is, at 45 her resume was like many other mid-career person's. Most HR people would have tossed her resume aside, they wouldn't have given her an interview to be a store manager at JC Penney, let alone one for governor. If she worked at a large pharmaceutical company they'd probably be slashing her job along with thousands of other older workers. But look - at 45 and even at 50 her best, most productive years were still ahead of her!
For Jodi Rell it was a bit of luck, and then the people of CT, that gave her a chance to shine in her 50's and beyond. Employers everywhere need to realize what the people of CT already seem to know - people need to be judged on their skills, not the number of candles on their birthday cake.
Steven
While I was waiting to go on I did some quick research on CT's governor Jodi Rell. She's an interesting story - she didn't run for office til later than most politicians and at 45 she was still a very obscure state representative. Even as Lt Governor she was little known (who is CT's Lt governor now?), but when Governor Rowland went down in disgrace, she was suddenly CT's governor.
But what do you know, as governor her approval ratings have reached record highs, and in the most recent election she received more votes than any governor in the history of CT! The point is, at 45 her resume was like many other mid-career person's. Most HR people would have tossed her resume aside, they wouldn't have given her an interview to be a store manager at JC Penney, let alone one for governor. If she worked at a large pharmaceutical company they'd probably be slashing her job along with thousands of other older workers. But look - at 45 and even at 50 her best, most productive years were still ahead of her!
For Jodi Rell it was a bit of luck, and then the people of CT, that gave her a chance to shine in her 50's and beyond. Employers everywhere need to realize what the people of CT already seem to know - people need to be judged on their skills, not the number of candles on their birthday cake.
Steven
Sunday, January 21, 2007
Corporate Layoffs - Who Gets Cut?
A TV reporter called me yesterday, she wanted to know if I had any statistics on how corporate downsizing impacts job seekers over 40. While there is certainly reason to suspect that older workers bear the brunt of mass layoffs, I have not been able to uncover any hard stats on this. Calls to various labor departments have gone unanswered, and so far our own research has turned up little hard data as well. Has anyone seen any stas on this?
It is an extremely relevant issue - yesterday's NY Times reported that Motorola plans to cut 5% of its workforce in the first half of this year. I wonder how many of the 3,500 people losing their jobs will be over 40?
CNNMoney reports that Pfizer is also expected to cut 10% of its work force this year, on top of the 20% in layoffs it recently made to its US sales force.
Sure, workers over 40 are likely to be earning more than younger workers, and maybe that is the pretense for slashing those jobs. But are they given the opportunity to take a pay reduction to stay in their job, or are the layoffs just a convenient way to target older workers? And if the idea is to target the high salaries, how come the layoffs never seem to include the CEO or the other chief officers of the company?
I wonder... and I wonder if the government even keeps statistics on this... sure would be nice if a state or federal labor department would return my calls...
Steven
Pfizer article :
http://money.cnn.com/news/newsfeeds/articles/djf500/200701191755DOWJONESDJONLINE000985_FORTUNE5.html">
Motorola: http://www.nytimes.com/2007/01/20/technology/20moto.html">
It is an extremely relevant issue - yesterday's NY Times reported that Motorola plans to cut 5% of its workforce in the first half of this year. I wonder how many of the 3,500 people losing their jobs will be over 40?
CNNMoney reports that Pfizer is also expected to cut 10% of its work force this year, on top of the 20% in layoffs it recently made to its US sales force.
Sure, workers over 40 are likely to be earning more than younger workers, and maybe that is the pretense for slashing those jobs. But are they given the opportunity to take a pay reduction to stay in their job, or are the layoffs just a convenient way to target older workers? And if the idea is to target the high salaries, how come the layoffs never seem to include the CEO or the other chief officers of the company?
I wonder... and I wonder if the government even keeps statistics on this... sure would be nice if a state or federal labor department would return my calls...
Steven
Pfizer article :
http://money.cnn.com/news/newsfeeds/articles/djf500/200701191755DOWJONESDJONLINE000985_FORTUNE5.html">
Motorola: http://www.nytimes.com/2007/01/20/technology/20moto.html">
Friday, January 19, 2007
Four Month Update
After 4 months we are certainly seeing some trends: although there are some companies that clearly understand ageism and want to reach out to older workers, all in all there is lots of work to be done to educate employers. To their credit, a wide range of employers have listened to us with an open mind, and we've made great progress with them. Jobs4.0 now has thousands and thousands of job postings in many parts of the U.S. All from companies that want to see resumes from job seekers over 40!! At the same time, there is a substantial percentage of companies that seem 'aggressively disinterested' in reaching out to job seekers over 40. (We are saving names, and emails received, and we'll be watching them....)
Here's what you can do...reach out to the employers that post on the site. Even if you don't see a job that is a perfect match, it is worthwhile to send your resume and a note saying you know they are open to hiring older workers, and can they forsee any job openings which might be a good fit for you? Also, please send our site around to your over 40 colleagues - if companies don't see enough responses from postings on our site, they'll be no need for them to think they need to reach out to job seekers over 40!!!!
We'll keep pounding; every day we are making progress... we add new jobs and new employers almost every single day... please keep checking the site and tell companies you saw their postings on Jobs4.0.
Thanks.
Steven
PS. Please let us know how Jobs4.0 companies have responded to your applications. Are you getting job offers? interviews? thanks.
Here's what you can do...reach out to the employers that post on the site. Even if you don't see a job that is a perfect match, it is worthwhile to send your resume and a note saying you know they are open to hiring older workers, and can they forsee any job openings which might be a good fit for you? Also, please send our site around to your over 40 colleagues - if companies don't see enough responses from postings on our site, they'll be no need for them to think they need to reach out to job seekers over 40!!!!
We'll keep pounding; every day we are making progress... we add new jobs and new employers almost every single day... please keep checking the site and tell companies you saw their postings on Jobs4.0.
Thanks.
Steven
PS. Please let us know how Jobs4.0 companies have responded to your applications. Are you getting job offers? interviews? thanks.
Wednesday, January 17, 2007
Steven, pick up line 2, Bias on the phone
Had an interesting call this morning...an employment consulting company called - they advise some large employers on where to place ads for their open jobs... they wanted to recommend us to only one of their clients that is an old-time company... what about other clients I asked? She said, 'well, Jobs4.0 fills a very specific niche, a very narrow niche'. Yikes! I wanted to know what niche might that be?? Which employers in her mind should not even considering hiring job seekers over 40??? She wasn't GM of the Yankees, nor was she recruitng for Miss Teen USA.... so I asked her, why are you assuming that reaching out to job seekers over 40 is not in your clients best interests????
Her apparent bias against older workers wasn't shocking, but it was certainly a loud reminder that we have a long way to go to educate employers about the strength of the 40+ labor pool and the many benefits that any employer can reap from hiring them ... job seekers over 40 should not be thought of as retired workers that are good merely to sell tickets at a movie theater! We ended up having a decent conversation, but we'll see what happens........Did we open that door or not, I can't say.. Gotta go, many more doors to pound on this morning...
steven
PS. Keep the emails coming about your experiences, we find them very useful.. thanks.
Her apparent bias against older workers wasn't shocking, but it was certainly a loud reminder that we have a long way to go to educate employers about the strength of the 40+ labor pool and the many benefits that any employer can reap from hiring them ... job seekers over 40 should not be thought of as retired workers that are good merely to sell tickets at a movie theater! We ended up having a decent conversation, but we'll see what happens........Did we open that door or not, I can't say.. Gotta go, many more doors to pound on this morning...
steven
PS. Keep the emails coming about your experiences, we find them very useful.. thanks.
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