Job Hunting over 50, part 1: Busting the Myths

Are you over 50 and seeking a job? Have you already started the job hunt process only to become discouraged in under a month?

There is good news to this: you are not alone! The other good news, according to Market Watch:

The number of job openings in the U.S. rose slightly to a record 7.14 million in August (2018), reflecting strong growth in the economy and the best labor market in decades… The jobs still waiting to be filled, meanwhile, easily exceeded the number of people officially classified as unemployed. The government previously said 6.23 million people were unemployed in August (2018).

Even with this “good news” it doesn’t inspire a lot of optimism if you are unemployed and near desperate for a job. Despite these promising numbers, many job seekers over 50 find it difficult to re-enter the job market. Why? Some of the problems include:

• Ageism
• Career gaps
• Taking time off for caregiving
• Outdated retirement habits, i.e. retiring by 65

However, most “mature” candidates carry many positive attributes into their job search:

• Nearly all candidates are looking for jobs to last 10+ years
• Most fit the “sandwich generation” designation, meaning they care for a parent or other older relative while raising their own children (or grandchildren)
• Many candidates possess MBAs or other post-graduate education
• Many desire to work beyond the traditional retirement age
• Several candidates seek a new career direction

But the biggest problem, according to Michelle Mobley, founder of noquo LLC, and Paul Rupert, founder of Respectful Exits, are the myths shared by older workers and the companies seeking new hires. “The myths hold back older employees from seeking sustainable jobs while similar myths stall employers from seeking energetic, experienced, and knowledgeable candidates over 50,” says Michelle.

The challenge is breaking these misguided myths and thought patterns that have a nebulous basis in fact. Check out the myth-list below.

1. High salary: employers of all sizes mistakenly believe mature job seekers demand a high salary. Smaller companies feel they are unable to match the assumed salary requirements for their 50+ candidates. Similarly, many candidates set extremely (often undervalued) salary ranges for themselves. They are much less picky about salary and prefer to work to delay collecting social security. They are willing to accept a lower salary in exchange for other “benefits” of employment. Busting the myth: Yes, salary is important, but it isn’t the end-all. Moving past this myth allows employers to appreciate the long-term willingness of older employees, which bring wisdom, knowledge, experience, duration, and a reduction in training new hires.
2. Not tech savvy: Really?! This is the generation that started off with floppy discs then developed other tech. The 50+ demographic has learned through exposure. Our digital native children and grandchildren may have a natural ability but they may not be able to best apply that knowledge. Many companies are reluctant to train experienced/older workers because they don’t think they’ll stick around (see myth #4). Busting the myth: Regardless of the age of new hires, tech evolves quickly and continual training for all employees is a necessity.
3. Finding jobs with benefits: Not everyone over 50 needs benefits; if a spouse is working they may have what they need, while for others it is not a priority. A related myth—older employees are more expensive. Busting the myth: For the employer—ask what the mature candidate needs and desires. Is it salary? Flexibility? Benefits? Secondly, ask what the candidate brings to the company. Once the objectives are clear, benefits and costs are no longer an issue. For the future employee—what problems can you solve for this company? Identify and present YOU as a long-term solution!
4. Short-term vs long-term: Many employers think that 60 year olds only want a short work period and are chomping on the bit to retire at 65. NOT TRUE! Their attitude is: Forget the gold watch, keep me employed! Most mature candidates seek 10+ years of employment and are less likely to job hop. Busting the myth:
   • Most 50+ candidates don’t carry as many burdens as when raising a family: community, church, sports, scouts, etc., even as caregivers.
   • Career goals are different in their 50s.
   • Older people are eager to work; they don’t care about the title or climbing the corporate ladder.
   • Many aging workers seek long-term, flexible, and phased retirement.
5. Multigenerational workforce: many employers worry that elders would have a problem working with a younger manager/director. Reality: by 2020, ~40% of people will be working for someone younger than them. Busting the myth:
   • Baby Boomers and GenX have a desire to contribute, give back and mentor while Millennials crave mentoring.
   • Multigenerational work forces are 33% more productive.

Final thoughts

Do any of these myths surprise you?

Entering the job market is stressful for both the job seeker and the employer. While the current system for filling a job is complex, time-consuming, and lengthy, the process starts with both parties breaking their outdated thought patterns. In summary:

• Following the 2009 recession there weren’t enough jobs out there; NOW there are more jobs than ever, making these myths insignificant!
• Evaluate what mature candidates can contribute. Most seek flexibility.
• Employers are seeking problem-solvers; mature employees bring experience and wisdom to any workplace.

For the job seeker: wherever you are in the job process, there is a job for you.

For the employers: there is a 50+ candidate perfect for that job.

Kristen Edens

photo credit: Giallo from Pexels.com