In the previous post of this series we wrote about one of the job hunting related courses offered by LinkedIn Learning called “Managing your Career” which covers the basics of starting a job search. Now it’s time to figure out a strategy.
The brilliantly concise video “Job Search Strategies” offers a comprehensive guide to topics ranging from online tools to manage the job search, your online presence and searching for a job on the Internet over to networking and headhunters.
Key highlights of this 40-minute course:
Everything is possible irrespectively of the length of the career break, but there’s a strategy and methodology to getting back into the active workforce.
Career reentry expert Carol Fishman Cohen shares her own and her clients’ journey like “You are going to have a lot of conversations that don’t go anywhere. Expect that, and don’t be discouraged by it. There will be a handful that ultimately lead to a job opportunity.”
Carol also discusses the two main concerns employers have concerns so-called “relaunchers”:
1) That they are technologically obsolete
Once in a while we come across pearls in the form of valuable articles that we share with pleasure. This one was written by AltoPartners and is called “The Pathway to Executive Leadership”.
Although it refers to examples from Australia and the mining industry it is relevant for all managers who consciously (want to) manage their careers and are ready to honestly look at themselves.
It talks about 3 types of candidates and their inherent risks – from an Executive Search Consultant’s perspective:
- those who have a proven leadership track record in a specific domain
- those who have a proven leadership track record in a transferable domain
- those who have proven themselves in a functional management role, and are ready for the next step.
There is no one-size-fits-all-kinda solution or approach to managing your own career. Spengler Fox asked a senior manager at a global brewing company to share their own experience. Here a fragment:
“I started in a situation where I had been with my company for over five years. I was an ambitious, conscientious employee and had received good high performer ratings and assessments of my work performance. Yet I wasn’t really sure how to advance in my career.
This topic returns regularly: age discrimination when searching for a job.
In order to be successful at job hunting, the stats tell us that experienced managers who are 50+ need:
- approx. 2 weeks longer to find a job
- to build longer target lists of companies when applying
- to be more selective / thoughtful when preparing said list
There are also tips on how to improve the CV, in order not to scream “I’m close to retirement”:
This senior pharma professional shared via SpenglerFox how he approached being made redundant and how he ended up at his dream job after 50.
Here a teaser:
About him: after almost 20 years in commercial roles in pharma he found out a year in advance that his role would be made redundant. After unsuccessfully applying internally to roles, he used this moment to carry out a detailed self-evaluation of his professional skills and experiences.
Changes in law (e.g., quotas), society and technology have led to the most diversified workforce
in the history of mankind in terms of race, religion, national origin, gender, personality or age.
Find more details in this post – Future of the job market. Never before have so many generations participated in the workforce: Read more
At Career Angels we give bachelor students the opportunity to work with us till they have completed
their master studies, so that they can experience and learn about the job market from an extremely safe perspective. Read more
We’ve already discussed the 3 signs that you’re a bad candidate: warning signs that you might be sending to recruiters and headhunters. The thing is, your CV might be sending the exact same signals. Read more
The scary truth is: headhunters and recruiters are very sensitive to some warning signs that whether you – as a candidate – might be potentially troublesome down the line. If you show any of them, you can be sure that you will not be kept in the recruitment process. Here the most important “red lights”: Read more