Re-entry into the profession with 53
Of cases like these one hears again and again: Elizabeth is 53 years old. The computer scientist has taken a ten-year break for parenting. Now she wants to get back into the job.
So she has two difficulties to overcome: Being over 50 and then getting back into work with a gap in the CV. And now?
8 tips for the Casting 50+
In fact, workers with 53 and more are far from outdated. I know an IT consultant who works with 70 for a large telecommunications company. So if you are looking for a job in the older generation, you should follow a few tips. An overview.
Anyone who already has 20 or 30 years of professional experience has been able to make a variety of professional contacts during this time. These contacts must now be remembered and actively taken up.
Social networks like Xing or LinkedIn offer countless opportunities to connect with people you've worked with before. Therefore, in the first step you should think about where actually the former boss, the then contact person at the customer or the study colleagues from the training is working today - and to send a nice contact request.
2. Use your own experience as a competitive advantage
Anyone who, like Elisabeth, is looking for a new job as a returnee should specifically try their previous employers - of course only if the collaboration ended positively. Then the chances are good that the employer will remember you and maybe even an offer. Perhaps the employer will also finance further training that brings outdated knowledge up to date.
The reason: If you as an employer can look forward to a positive, common cooperation in the past, you will gladly fall back on tried and tested employees in the event of a potential staffing.
3. Network cuts gap in the CV
The strategy with the highest chance of success for applicants aged 50+ is and remains the route through contacts and networks. This applies even if the curriculum vitae - as in Elisabeth's example - contains long gaps ..
Older applicants should be much more aware of this competitive advantage. Here it is important for applicants to think, preferably together with an experienced consultant who can classify the relevance of experiences - and then highlight them accordingly.
4. Targeted self-marketing as a successor
Especially executives are statistically retiring later than the average. An 50-aged leader has 15 years and more creative time these days.
This offers many opportunities for older people, who were often considered to be immediate in recent years. It depends on the right strategy for self-marketing for the 50 + applicants: Each applicant should ask themselves, according to which criteria a company selects an employee and specifically addresses it in the application.
5. Score with numbers, data, facts
First and foremost, these criteria include what a potential employee has previously achieved and achieved, what benefits he has given to previous employers and can bring to his own company. It is usually about concrete successes in the hard facts: reduced costs, increased sales, increased profits or other measurable benefits that serve these purposes.
Managers in their 50s in particular have a lot of successes and benefits to offer. It is important to present this in black and white, that is, to prove it, for example in a section “Contributions to business success” or a “Current account”.
6. Apply on the right job market
Another important criterion for the success of applying for the 50 yearlings is the processing of the right market. Approximately 80 percent of vacancies are filled without ever being publicly advertised, especially in leadership positions.
These "hidden jobs" are discovered through a professional speculative application - the so-called target group short application - and used for your own career. This speculative application should represent the manager's key strengths, experiences and, in particular, successes.
7. 50 + as enrichment for the team
But even with a normal application in the open job market, the prospects have become much better. The input from older employees is often considered to be extremely valuable and profitable, especially in the field of staff development of younger colleagues.
Therefore, there are many criteria for the fit of personal skills and required skills with the requirement profile of a job, which are independent of the age of the candidate.
8. Willingness to show lifelong learning
In spite of all these opportunities, the applicant must also critically reflect his own profile of the applicant via 50. Once learned is learned - this sentence has not been valid for a long time. Today, lifelong learning is the order of the day.
A plus for those employees who are ready for it. Older employees assume more responsibility for ongoing qualification and training throughout their working lives in order to maintain their ability to work and increase their ability to work. Even companies recognize the relevance of permanent development and promote it more.
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German edition: ISBN 9783965962439
English version: ISBN 9783965963047 (Translation notice)
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