Home » Writer's Blogs » Mark-Ste-Marie

The Interviewing Edge

Mark Ste. Marie ⁽²⁴²⁾ United States

Mark Ste. Marie

Interview Obstacles Confronting Baby Boomers

Posted Wednesday, July 29, 2009 (114 days 11 hours ago.) Viewed 586 times.

The economy is struggling. With unemployment high and rising to levels not seen for a while and no discernable turnaround in sight, it means challenges for all job and career seekers. Those in transition do face uphill climbs in these troubled employment waters. One group particularly impacted dramatically is the seasoned worker AKA, the Baby Boomer.

In life, perception is often reality and there are many perceptions of the mature candidate. Those who fall into this category must anticipate what they potentially are and be prepared to overcome them. Lets examine these areas of concern, both spoken and unspoken, that many employers consider when interviewing the Baby Boomer generation.

Perception #1: Baby Boomers are overpriced. Because of this, they are more likely to be made redundant in a bad economy. Younger workers are more affordable. Even if older workers are willing to take a pay cut or make a lateral move in regard to money to get the job, employers sometimes fear that their job satisfaction will be compromised at a lower or equal salary and that they won't stay or be motivated.

Perception #2 : Theyre settling. Employers fear that if the mature candidate has been unemployed awhile and previously employed in a capacity beyond that for which they're interviewing, they're only willing to take the position until something better comes along. In other words, they simply need a job.

Perception #3: Theyre looking for a retirement home. Motivations are attributed to having a place to hang their hat for a few years and get benefits. This is usually far from the truth, but can be a concern nonetheless.

Perception #4 : They've lost the edge. An underlying fear here is that older workers won't have the same drive and determination (otherwise most often referred to as fire in the belly) as they once did, the belief being that their younger counterparts may be hungrier.

Perception #5: Their credentials aren't equivalent to those of their younger counterparts. Sometimes older workers don't have the same educational credentials as younger workers. Baby Boomers more often went to the school of hard knocks as opposed to going the traditional educational route as is more common today. An education back then, though important, didn't carry the weight it does today in many companies and organizations.

Perception #6: Theyre job hoppers. Older workers have more jobs on their resume, leading to the perception that they're job hoppers regardless of time frame involved.

Perception #7: They have too many expenses attached to them. Health insurance costs are higher for older workers. Its a practical consideration for employers who provide health coverage to their employees, maybe even more of a consideration today with the possible changes in the healthcare system being discussed.

Perception #8: Theyre limited in flexibility. Younger workers tend to be more mobile either to relocate or travel, whether now or in the future. In some careers, that can be a benefit to a corporation.

Perception #9: Theyre overqualified. This perception can be valid. Older workers often find themselves interviewing for positions with someone they could easily have managed themselves at some point in their careers. It can be intimidating to a younger manager.

Perception #10: Theyre likely to be dissatisfied. The longer a career, the more likely a person may have gone the entrepreneurial route at some point, leading to the perception that they won't be happy in a corporate environment working for someone else.

Perception #11: They don't portray the right image for the company or fit with the culture. Appearance is a factor, especially in sales positions or any position where you're meeting with the public. Older people sometimes face discrimination based on the image factor. Whether fair or not, it is reality.

Perception #12: Theyre outdated. Their skills may be outdated, especially in technical areas like computers. Older workers may not be able to keep up with the Gen Yers in terms of computer social networking abilities. This is changing as the mature worker becomes more Internet-aware but it is still a reservation on the part of some younger managers.

Perception #13: Theyre rigid. The you can't teach an old dog new tricks mentality is a factor. There are concerns that mature employees won't be able to adapt to new ways of doing things or that they are set in their ways and have preconceived views of how things are and should be.

Perception #14: Theyre not moldable. Employers very often like to grow their own. A younger worker is perceived as more trainable and moldable. Many companies like to train people themselves and older workers are sometimes perceived as coming with baggage from their previous employers.

A long list, isn't it? It can be daunting and also a bit unsettling if you're getting older. It would seem with all these possible roadblocks, a seasoned job hunter would never get hired. Lets dispel that myth. It happens every day, but to bust that myth in your own personal situation, being forewarned is forearmed. If you understand the mindset of some employers and interviewers and the possible perceptions you'll face, you can be ready to deal with and overcome them to your advantage.

What do older workers bring to the table that can overcome these objections? A number of things:

1. Life experience. This can not be bought or learned in a college. Traveling the road of life, you learn to deal with a myriad of situations and gain the ability to overcome obstacles. Common sense can't be taught or easily gained without experience.

2. Skills to overcome adversity. Mature candidates generally are more adept at problem solving and have a track record of doing so. Again, it comes with experience.

3. Stability. An older person is actually NOT as likely to job hop within a year or two. The younger candidate is far more likely to move from one company to another for a slight increase in salary, title, or opportunity.

4. Commitment. Loyalty is usually highly valued by older workers. Their parents worked for decades at companies and had the gold watch at retirement mentality. That attitude is ingrained in the Baby Boomer generation as well to some degree. They tend to be very committed to the company they are employed with and have a strong loyalty to their manager. I have seen this many times in my recruiting career. The more mature a candidate is, the harder he is to woo and recruit.

5. The ability to take on a mentoring role. There is research now that indicates that the Gen Yers who have a reputation for doing things in an out of the box fashion are embracing the traditional as a new way. They value the input from Baby Boomers in the workplace. They often want to learn from them and use them as mentors in furthering their career objectives.

6. Less conflicts. Older workers are not as likely to have family issues that interfere with their jobs. Their children are grown, gone, and established.

7. High motivation on a practical level. Often the older employee is the sole or primary bread winner. The younger worker is often part of a dual income family.

8. Connections. They likely have business relationships that have deep roots based on longevity. Younger workers have a web of contacts as well, but the nature of that network is different. An older workers network of contacts, friends and business associates is often deep, rich, and based on lifelong relationships.

How can you, as a mature candidate compete in this marathon to the job offer?

1. Bearing all of the above advantages in mind, don't underestimate your value. Incorporate some of these concepts into your interview presentation, especially if you run into objections.

2. Stay abreast of changes in the industry you have experience in. All industries evolve, change and adapt to the fluctuations of the market. Stay on top of the industry trends.

3. Learn to be a social networking whiz. Okay, I never believed personally that Id be a social networking devotee, but I am. Its becoming essential in this world. Know that and decide to be aware and active.

4. Take classes to enhance skills you lack. These might include computer skills, technical skills that are industry specific, or enhancing your public speaking if thats a benefit. Keep learning!

5. Learn to package your skills in accordance with the employer specifications. Past duties and functions are of value if packaged correctly and portrayed in the right way.

6. Stay active in order to demonstrate the fire in the belly attitude. Drive and determination are still highly desired in employees, and older workers who can show that they continue to meet and exceed their life goals have a better chance of finding gainful employment.

Above all, keep a positive attitude and remember: you still have a lot to give.

Mark Ste. Marie has 34 years of experience in the recruiting industry. He is president of a national medical sales recruiting firm, SMISearch, http://smisearch.com and founder of The Interviewing Edge a company providing training in the art of job search and interviewing. http://theinterviewingedge.com

Permalink Comments (34)

The Final Interview: Beware Of The Trap

Posted Friday, July 03, 2009 (140 days 14 hours ago.) Viewed 544 times.

One area of job search that is not discussed nearly enough, in my view, is the final interview. Human nature dictates that by the time the final interview rolls around, the focus is elsewhere. Candidates tend to anticipate the job offer rather than keep their eyes focused on the prize. It's an exciting time, after all. You have made it through a long and tedious job interview process loaded with competition and pitfalls and now, finally, your hard work, research, preparation, and skills will be rewarded. The position of your dreams is within your grasp.

Now is not the time to be over-confident, complacent, or too comfortable. The final interview trap has been set. Are you going to walk into it, an unwary prey?

What do I mean by trap? I have seen far too many candidates handle interviewing and the process like a star only to destroy their effort by taking the final interview for granted. Taking anything for granted is a fool-proof way of risking the opportunity. Here's how to avoid that trap and increase your chances of getting the job offer.

A final interview can take many forms. In corporate America, it may be a trip into the company's headquarters where you'll meet a number of people and have multiple interviews with perhaps the Director of Human Resources, assorted department heads, or various Vice Presidents who manage the department you'll work in or aligned departments. You may also meet with co-workers and in some cases future subordinates. If you're interviewing with smaller companies or sole proprietorships, you may meet the President or the Owner. It's rare, but the final interview may even be handled by the person you have interviewed with throughout the process.

No matter what avenue has brought you to this point, you are now here and it's critical to take it seriously. Here are some words of warning.

You may not be alone:

Never assume that you are the only candidate they are bringing to the final stage. You may be, but never assume that you are. The more likely scenario is that you have competition. Generally, a company will bring at least two candidates to the final interview so they have a choice and it can also be the case that there are more than two candidates. The companys intent is to make the best hiring decision they possibly can. Therefore, they may have isolated two (or more) candidates with whom they feel equally comfortable and will choose after the final round. It's like test driving a number of cars before deciding to buy one.

Dont worry, youve got the job.:

No matter how you get to the final interview, whether you're going through a recruiter or the manager you have been interviewing with throughout the process, there is no "rubber stamp" nor is it merely a "meet and greet". It is never a case that they just need to "eyeball" you before you get the offer. Even if you are told that is the case, if you buy it, you run a major risk of not doing well and losing the position.

Don't buy your own hype and be overconfident:

You may be the best choice for the position and believe that and even have had the interviewer tell you that you are the manna from heaven he's been waiting for. The people you meet at the final interview may not be in that same blissful state yet. Be proud that you have made it to this point in their interviewing process, but don't be over-confident. Confidence is a wonderful thing and helps with poise, but being too sure of yourself leads to cockiness and arrogance, neither of which are attractive qualities.

So, what do you have to do to get the offer and not blow the opportunity you've worked so hard to have and within your grasp?

It can be simple if you keep these things in mind.

BE YOURSELF!

Be the best you that you can be. Take nothing for granted. Just as you have been your best up to this point throughout the interviewing process, now is the time to be even better.

BE POLISHED!

Never lose sight of the fact that a first impression can make or break you. Look the part and dress as appropriately as possible. Have extra resumes and copies of your documentation along with you. Be organized. Anticipate meeting and interviewing with many people and plan accordingly.

BE AWARE OF CENTERS OF INFLUENCE!

Treat every person you meet, from the receptionist, secretary and all individuals you meet and or interview with in between as potential sources of influence. What do I mean? They will either be your ally or your enemy depending on their impression of you. They do talk and quite often give feedback to their superiors who may be your bosses in a short time. If you make a bad impression on them the word will travel like wildfire. Be polite, courteous, personable, and respectful at all times.

THEY DON'T KNOW YOU!

Whether you meet with one person for the final interview or a cross-section of the company's management, either in a series of individual interviews or as a group and panel situation, they don't know you! Treat it as a first interview because for them, it is. Use your interviewing skills, and remember that no matter how many times you have answered the same question, to them its the first time they have heard your answer. Keep your enthusiasm and your excitement level high.

ASK FOR THE JOB!!!

Closing the sale (they are the buyer and you are the product) at this point is essential! I have seen candidates lose the position at the final minute because they didn't ask for the job. It is that crucial! Remember this piece of advice and you will help your cause immensely. After each and every interview that day, make sure that the person you just met with knows these two things: "I want this job and why" and "I can do this job and why". Also, ask for the position! If the person you just interviewed with isn't the direct hiring manager, at the very least get a commitment that he will recommend you as the solution to the company's problem (i.e. an open position) and that he will go to bat for you. With the final interviewer, who is usually the primary decision maker, do everything in your power to get a commitment and a start date. However, do not be disheartened or discouraged if you don't get the commitment. Often it takes a day or two to make that process a reality; however, managers generally expect you to go for the commitment even if they do have to conference with everyone else before extending an offer, so always make sure that you have left no doubt in this interviewers mind that you want this job. Asking for it is the way to communicate that in no uncertain terms.

FOLLOW UP!

Always follow up and do it immediately. You should send an email or a snail mail to EVERYONE you just met, so make sure that you keep track of names, titles, and ask for their business card. In your follow-up letter reiterate the two points youve made which are: "I want it" and "I can do it". Make sure you once again close your letter by asking for the job.

These tips will go a long way in helping you avoid the final interview trap and give you a great chance to win over the competition. After all, you want your destination on the interviewing trail to be a job offer and not the polite rejection letter.

Permalink Comments (16)

Archives:

November 2009
M	T	W	T	F	S	S
1	2	3	4	5	6	7
8	9	10	11	12	13	14
15	16	17	18	19	20	21
22	23	24	25	26	27	28
29	30
« Oct

All Posts by Mark Ste. Marie

The Interviewing Edge

Interview Obstacles Confronting Baby Boomers

The Final Interview: Beware Of The Trap

Archives:

Previous Posts:

Related Posts:

Blogroll