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 (www.jobs4point0.com)
Friday, February 23, 2007
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
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