The current economic downturn has upended two groups severely.  One is seniors who must now postpone retirement or go back to work due to economic circumstances.  The second is older workers who were laid off from firm from which they had expected to retire, and must now re-start the job search process.

The fact is that this is not an easy situation as I see more and more of individuals from these groups.  Unfortunately, there is no magic formula.  The truth is that the job seeking skills, networking skills and resume writing skills of the past must be dusted, up date and put into action.  Other than starting a business, always a viable option, there is no other choice.

We are approaching a time in which an unusually large number of the working population is facing retirement.  This group, roughly from 50-65, is a growing community and the challenges they face are also growing as we struggle in this tough economy.

I believe that the post career decision process is only a little different than a career decision for a younger person.  Obviously, some can seriously consider only volunteer work, which can be a wonderful option.  However, you may be missing that one opportunity that can be very fulfilling, probably less taxing, and a revenue generator as well.

So I suggest developing a job search strategy or even a new career strategy much like those younger people need, but with a twist.  Before you even start thinking about what kind of work you want to do, the first step is taking a carefully thought out skills and values inventory.

I am continually astonished at the creativity and innovative thinking people apply to the transfer of their skills into seemingly totally unrelated areas.  For example, if you have the ability to communicate across multiple disciplines effectively, and can combine that with good organization capabilities, the application of this combination is extremely powerful.  It is also relevant in as broad an application as your imagination can take you.

Just think about the people we have encountered who are very smart and know a lot but just cannot seem to get to closure on anything.  They just can’t get things done.  Compare that with the results oriented, make it happen types.

The point is:  If you think about all your accomplishments, and from those accomplishments derive those skills and abilities critical to their achievement, a very long list will emerge.  I purposely use both the words skill and ability, even though they are largely synonymous, because I want you to also think about those innate characteristics, those qualities that go beyond specific skills.  A certain charisma, being comfortable in high-pressure situations, empathy for opposing views, cross-cultural sensitivities are examples of abilities (sometimes referred to as soft skills) that can contribute substantively to success and should not be overlooked.

The next category involves values.  The sad fact is too many of us spent years, even decades in work that was not very fulfilling.  I am a grandmother speaking to my own generation, so I know that we grew up in a get an education, get a job, get married, have kids, etc. world.  This type of life configuration was very restrictive for many.  It was often characterized by an aversion to risk-taking, societal and family values that encouraged stability, and an economic climate that promised security.  Remember those days?  So we made compromises and for many that meant employment that was too much work and not enough fulfillment.  All that can change now.

A values inventory is as important as an understanding of skills and abilities.  If you put the two lists together, what ought to emerge is a pretty good idea of the relative attraction of opportunities you encounter or pursue.  If you really understand your skills, abilities and values you can begin to make decisions about the next steps.  Many opt for volunteer work, while others simply want to be in a busy environment where interacting with people is the most important factor.  Many are attracted to the opportunity to turn a hobby into employment or even a small or home-based business.  Others need to make money as a measure of validation, not necessarily for economic necessity.

Now comes the hard part, and the point in which the strategies for retirees seeking a new direction and those for younger people converge.  The senior has the luxury of eliminating many options a younger person would have to consider.  Travel would be an example.  Nevertheless, the decision to move forward involves all the strategies in which job seekers and career changers engage.  That means networking, research, and developing a set of tools such as a resume.  It means calling prospects and taking interviews.  The environment is a little different but the tactics are much the same.

This Month’s issue of the Atlantic has as a lead story “How a new jobless era will transform America.”  I highly recommend it.  I generally take these doom and gloom stories with the proverbial “grain of salt”.  Unfortunately there is a section entitled “the recession and America’s youth” that resonates with me.

There is a phenomenon that I have observed with my 20’s and 30’s clients that has raised alarm bells.  As the article points out, and as I have observed, many young adults do not have the proper perspective or temperament to deal with the circumstances of this recession.  The problem stems from the fact that too many young people have very high material expectations, but also expect that jobs and careers tailored to their lifestyles will be readily available if they just wait.  Based on a lifetime of esteem building by loving parents, these young people have enormous expectations with little appreciation of the hard work needed to achieve those expectations.

Why is this a problem now?  In the 90’s with enormous economic growth, explosion of new business formations and ready capital, the jobs were available, the young people in demand, and expectations were largely met.  Yet even in those years I encountered many who had the tools and the expectations, but not the motivation, and failed to find satisfying careers.  The number of young people I am now seeing has greatly accelerated during this decade and I fear that it will get much worse.

An associate professor of psychology, Jean Twenge is quoted extensively in the article.  She noted that self-esteem in teenagers began rising sharply in the 80’s and 90’s and continues to this day.  Earnings expectations were high, much higher than the reality, in fact as much as 3 times higher.  But the confidence and individualism they gained as young people may not benefit them in adulthood because “self-esteem without basis encourages laziness rather than hard work”.  Her research suggested that the “ability to persevere and keep going is a much better predictor of life outcomes than self-esteem.  She concluded by observing that too many young people have a sense of entitlement.  They expect other people to figure out things for them.

So what does this all mean and how is today different?  The current economic climate, which some believe will persist for a long time, is particularly challenging.  A sense of entitlement and a structured childhood reduces independence and entrepreneurialism in a harsh economic environment that calls for perseverance, adaptability, humility and risk taking.

Another researcher concluded “Trained throughout childhood to disconnect performance from reward, and told repeatedly that they are destined for great things, many are quick to place blame elsewhere when something goes wrong.  They are inclined to believe that bad situations will sort themselves out, or will be sorted out by parents or other helpers.”

The article concludes that because so many were not integrated into the work force in any meaningful way prior to the recession, the outlook is very poor.  It means that large numbers of people in their 20s and 30s entered the recession with many of the characteristics that contribute to joblessness.  For this group, without remedial action, the future is bleak.

This is a problem that I am seeing with increasing frequency.  Parents have to understand that once their children become adults they have to be treated like adults with all that implies relative to personal ambition and hard work.  Of course, for young adults the process is more difficult because in many cases neither parents nor their schooling adequately prepared them for the world of work, a world far more competitive and demanding now.

Through various organizations, I communicate with many employment professionals, recruiters and hiring managers who discuss their encounters with prospective employees.  There are a number of common ideas that I want to share.  Interviewers understand the pressures candidates face and are sympathetic.  Nevertheless they have a job to do.  So much depends on the so-called “soft factors” to complement the specific experience and accomplishment and it is these soft factors that can be the deal breaker.

In the past, I have written about preparation for the interview.  Job seekers must understand no matter how good they consider themselves, candidates must take on a new or enhanced set of skills.  As an interviewee, you must acquire those interviewing communication skills that will set you apart and create a comfort zone of confidence in the interviewer that this person is the right person for the job.  The interviewer can only see what the candidate reveals.  That means you have to respond to what they want to see.  If you get that interview and position yourself as someone who has a record of accomplishment in the specific areas sought, and position yourself as well qualified with the human characteristics they value, you become a very viable candidate.

Since a candidate gets only one chance to make a good first impression, careful preparation must precede every interview.  Preparation generally means five golden rules:  Know the company with which you are interviewing; know the job requirements; know how your skills, experience and accomplishments fit the job requirements; know why you are uniquely qualified to fill the position; and know why this firm has unique qualities, values or culture that make it a particularly good fit for you.

Assuming you have all the necessary technical and experience qualification, there still remains the personal impression that is formed in the interviewers mind based on the interview.  If there is doubt, chances diminish dramatically.  Therefore, answers must be clear and crisp and as confident as possible.  But what else should you do?

Review your resume, again.  Showcase every example of flexibility and your ability to change direction.  Carry that into the interview.  Because of the pressures of the times, companies must be enormously flexible in responding to changes in their business, the economy, changing tastes, new technology and a host of other factors.  As a result, employees must be willing and able to change direction to meet overall organization needs.  It would not be an exaggeration to say that many employers are obsessed about not hiring rigid people.

Stick to one clear set of objectives when discussing opportunities with recruiters and hiring managers.  Recruiters notice when candidates make radical changes in their job objectives such as switching from an individual contributor to a manager or switching target industries.  Remember, if you have done your homework and prepared properly, your resume or a short phone interview has convinced someone to take a second look.  Understand that what you presented got their interest, so stay with it.  The fact is radical changes from one interview to another has to be explained convincingly to the screener.  There is little patience for candidates that do not know what they want to do.

When responding to a posting make sure the cover letter responds to and corresponds with the specifics of that posting.  Do not make the screener wonder why you are sending in your material.  One approach is to actually list the key job requirements and respond 1 by 1 to each item.  That builds confidence that you may actually be qualified for the position.

Make sure your time between jobs is filled with useful activities, such as consulting, part-time work or even volunteering.  There is no question that there is a “stigma” attached to lengthy unemployment.  But if that time has been filled with useful activities while doing the job search, especially activities that made some money, you have gone a long way in removing that stigma.  Hiring managers take a dim view of candidates who take a long vacation between full-time employment.

Prepare your introductory story carefully.  Hiring managers like to hear about past career choices and how those past experiences contributed to the choices candidates are now making.  Have a solid explanation for why you picked a particular company or position.  Never say “they made me an offer”.

I have said this before, and it bears repeating.  Do not complain at the interview.  Interviewers do not want to hear criticism of prior managers and stories about mistreatment by former companies.  The prevailing view is people who dwell on mistreatment or attribute errant bosses to lack of success have trouble letting go.  Not letting go is a fresh reminder of rigidity and inflexibility,  a major turn off.

In the past  I have addressed the issues of “digital dirt” and how cautious candidates must be in ensuring that their “cyber-reputations” are scrubbed clean.  Hiring in the Internet age also means applicants can discover more about an organization and its employment history than hiring managers would like.

A recent article in the Chronicles of Higher Education pointed out that some education institutions have lost some control of the search process now that once-private information is available publicly to potential employees.  An aggressive online search can uncover negatives that may keep qualified candidates from accepting interviews.  This is also relevant to businesses and non-profits.  Candidates seeking employment can now research organizations to an unprecedented depth finding a plethora of information that can raise concerns when submitting a resume or scheduling an interview.

The penchant for people to post comments on the web can reveal staff conflicts, company disarray, questionable dismissals, bad management judgment and a host of other issues. However, that fact that the information is posted on the Internet does not even mean that what is written is accurate or even truthful.  However, it does mean that adverse information should be investigated, even carefully questioned in the interview if the nature of the information is both relevant and substantive.  How the information is used is up to the interviewee.  In addition, postings by disgruntled employees who were released for cause may be totally false.

It has become common for firms to use search engines to uncover information about applicants that hiring managers should not be surprised that their own names are being Googled by applicants.  What can be discovered about a department or a company is often embarrassing to the company and a real turnoff to job seekers.

Another “red flag” could be the discovery that the same position has been posted many times within a very short period.  That time of information bears investigation.  Chat rooms on professional online networks could provide more detailed information.

Many Web sites contain outdated information that may be misleading to candidates.  Employers in these tough economic times need to be even more devoted to maintaining an updated Web presence in order to attract experienced applicants.  Even though the market is flooded with job seekers, the most desirable candidates are using the Internet to discern where they want to apply, and firms should strengthen their sites to attract the top candidates.

Some sites today end up raising more questions than answers.  The problem for the aggressive applicant becomes knowing how to handle online discoveries.  Do you raise the issue, point-blank, taking a chance that it may be offended and not hire you?  And if so, when is the right time to do that?  Should you mention it on the phone to save everyone the trouble, or wait for the in-person interview to spring your question on the hiring manager or HR?

As uncertainty in our economy increases, trade and business journals, blogs, career-related websites and a host of publications are filled with advice (mostly good) about how to survive a downturn.  I am certainly doing my bit looking for and writing about tips and strategies.  Much of it is from my own experience, but recruiters, HR professionals, my colleagues and others contribute to an ever expanding knowledge base that we all freely share. 

The challenge for the career counselor is distilling this mountain of advice with clients in a way that provides good direction and has personal relevance that can lead to a plan of action.  Generally, if the client is candid and most are, we can help. 

Unfortunately, there is one area in which some clients tend to be less forthcoming. 

That concerns personal motivation.  Working with the client to develop the plan, the tools and the skills is necessary, but it is not sufficient. 

Obviously, coming to a career counselor reflects a degree of motivation.  Yet even after that commitment, and after building a good career or job search strategy, many hold back.  Despite a solid plan, access to those tools and resources, strong encouragement and even economic necessity, some still hold back.

I have been thinking about this because an economic downturn creates more competition for fewer openings, necessitating an even greater commitment than in good times.  Especially for those in industries particularly hard hit, where a career change is a strong option and vigorous action is essential, some pause, when they ought to be driving forward vigorously.

It is so very easy to get discouraged.  I have two clients in real estate who work for different firms.  Both have done very well over the years and seem to be equally qualified, talented and knowledgeable.  One, Jack, is still doing well, but acknowledges the increasing difficulty in making quota.  He is actively looking at alternatives.  The other, Bill, is very depressed.  For him business is a disaster and he has no idea what he should do.

When I suggested to Bill that he put together a plan of action that includes a variety of options, he hesitated.  My advice is not welcomed, and he spends a lot of time worrying and complaining.  To me, his problem is a lack of motivation.  Bill is sure (he hopes) if he hangs on everything will turn around.

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So as a counselor I am faced with a problem.  I meet with these clients, arm them with all the key elements they need to succeed, and yet they have essentially given up.  Fortunately, this is a relatively small number, but the circumstances of the times is creating additional pressure.  Recruiters and HR managers echo this problem.  Too many candidates for positions communicate an attitude of desperation, rather than the upbeat, optimistic enthusiasm critical to a successful interview.

In previous articles I have discussed this issue of personal motivation.  Action does not necessarily translate into immediate success.  When those with whom you meet understand the pressures, but see how you pursue goals with vigor and determination it can generate a mood of optimism and support.  By the same token, when the effort is clearly not there, it is both obvious and depressing for you as well as those around you.

Reluctance to move forward can inevitably result in lost opportunities and procrastination should not be confused with planning.  It is true that some are very deliberate, approaching a job search much as they would a work project.  Careful planning, identifying resources, lengthy research and other steps may be normal and natural.  Comparing that to people who have a more immediate and aggressive approach does not imply procrastination, as long as you set reasonable deadlines and meet those deadlines.

Even taking time off to think and get your inspiration back is fine.  But let us be honest.  We know our degree of motivation.  We know the difference between planning and wasting time.

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There is also no doubt when others are dictating your course of action or inaction, you are putting your worst foot forward.  Only you have the information and background and motivation to communicate your professional, organizational and personal qualifications.  No matter how well meaning others may be, they do not have the self-interest you have.  The decision to move forward comes from within.  It draws strength and direction from you and you alone.

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A lack of motivation is often manifested in the hope that all will turn out well, so wait it out.  In fact, that may happen.  The problem is if there is no insurance policy that prepares for the worst, the worst may happen.  That may be Bill’s fate as well.

A number of you have written to me about your job situation. It is not easy to remain optimistic, but there has been some emerging good news lately that provides some confidence. First, Massachusetts has continually ranked ahead of the averages in employment, and, believe it or not, some companies in this area have continued to hire. The banking industry is now strengthened and that should be helpful to small and emerging businesses.

The news in general is cautiously optimistic and even the number of new jobs coming across my desk is increasing as well as more encouraging comments by recruiters. This includes positions with the federal government. Job seekers should not forget to check out the US Government website

What this tells me is that for those of you have become discouraged over the past year, and have been less than totally committed to putting in the effort, now is the time to rev up your job search engines. To those of you who are just going through the motions of finding a position, it’s time for a little introspection, a dose of honesty and renewed determination. If you aren’t giving up, and really want to make an effort, now is the time.

First, make sure you really want to do what you want to do. Examine all your options to ensure that your renewed vigor is directed toward a goal for which you feel really comfortable. There is a real connection between personal values and job satisfaction. And I reminded my readers that these days, ensuring compatibility with an organization has top priority. If, in an interview, you are perceived to be someone whose values might clash or fit badly with the culture or organization, you are in the wrong interview.

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Once the cobwebs are gone, the determination is back and the direction is set, start with your resume. The only point that bears repeating is be certain the resume reflects the best of who you are, rather than a list of old job responsibilities, with an emphasis on results.

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Armed with the resume start organizing your job search. Create a strategy and establish goals and milestones.

Create a job search schedule, a series of job search related activities and stick to it. For example, you may want to send out a certain number of resumes and make a certain number of calls every day. Set the goal and do it. Look for new networking opportunities and pursue them religiously, again in a systematic way. The key is to organize and plan your activities in a reasonable, practical fashion and discipline yourself to follow the schedule diligently. At the same time, revisit your plan as it is unfolding, maintain some flexibility and reevaluate as you move forward. Experience teaches you can almost always get what you want, eventually, but often not in the way you want it.

Next, while it may not be timely or prudent to abandon your network, a network with which you may have gotten a bit too comfortable, it is time to make new friends, create new networks, build new relationships, build communities who can help you. Create buddy systems and join groups. Former colleagues, clients and customers should remain at the top of your list. We also live in a “joiner” society, where finding new connections is fairly easy. Use the social networking sites Linkedin, Plaxo, Ryze, Konnekt and others

One technique underutilized is the informational interview.

It is very difficult to find someone who hasn’t been in your shoes at one time or another. In my experience we live in a pretty decent community, filled with professionals and working people who understand the downside of change and are willing to help in a reasonable way. The point is many people are receptive to informational interviews and no one should be reluctant to call. You never know what opportunity may lie ahead, if not with the individual interviewed, then perhaps through their network. The fact is informational interviews can be remarkably effective in getting plugged back into the mainstream of your interest area. Remember, when networking or informational interviews don’t ask for a job.

Look for inexpensive seminars, forums, workshops and tutorials. Do not forget volunteer work. Seek out the subjects that are relevant to your search and look at these events as both learning and networking opportunities. These forums also force you to get dressed in business attire, meet a specific schedule, and through participation, create an interchange of ideas, just as you did when you were working.

Be a leader and be forward. There is a natural reluctance among many to approach strangers or be approachable by others. Some of  this is natural shyness. For others there may be a fear of appearing too aggressive. My advice is: put those fears aside. The stakes for you and your family are enormous.

At all times you must be professional, but never hesitant. Ask questions at the seminars, volunteer to help create programs, join committees and offer your constructive opinion, even if it isn’t solicited.

Your creativity, assertiveness and willingness to take risks in imposing yourself on others, will ultimately lead to the interviews that will lead to the job. Don’t give up. The more you get “No”, the closer you get to “yes.”

Despite the difficulties of today’s job market the fact remains organizations are continuing to hire.  In addition, recent government statistics show that college graduates still command the lowest unemployment rate among all demographics, although the number is still historically high.

So, the good news is that jobs are out there.  The bad news is that except for a few specialties the opportunities are fewer, the competition is greater, and the locations may require a major move.  And finally, that dream job may not be available at all, requiring significant compromise.  In fact, even public service jobs, such as AmericaCorp, are massively oversubscribed with applicants.  So what should a new grad do?

One option is an internship.  I well understand that a realistic appraisal of personal or family economic conditions may preclude any alternative to finding a full time paid position.  But for many, especially young people who can live at home and/or combine a part-time job with an internship, this may be a short-term viable option.

The advantages of an internship are substantial.  An internship is a wonderful opportunity to work in an area that has relevance to your career aspirations.  It is also a relatively low-risk way to really test your goals, especially if the internship offers some meaningful access to the organization and its challenges.  In fact many internships do enable an ambitious graduate with clear career goals to test whether these goals make sense.  It is not exactly the same as having real responsibility and being tested in the crucible of budgets, sales quotas, customer deadlines, profit and loss metrics, and project deadlines, but it does provide access to those who do. 

An internship is an excellent way to become familiar with the business, cultural and work demands of a going enterprise.  It provides an opportunity to start a network, a critical resource in the job search.  An internship also enables access to resources for learning, particularly if the position is an assistant to a senior manager.

The search for an internship requires skills similar to the job search.  They include:

• Clearly articulating the type of internships most suitable to your career goals.
• Researching those organizations that might be both a good fit and provide the right type of learning environment.
• Identifying resources to help explore options, research opportunities, and examine alternatives.
• Developing marketing material to promote yourself successfully such as a resume, cover letter and a portfolio
• Building a strategy that points in the right direction with an action plan that supports those goals that include intensive networking.
• Sharpening interviewing skills and learning how to prepare for that crucial interview with research, responding to those challenging questions, and creating that strong positive impression.

School and other resources can be invaluable such as the career services office, networking opportunities with staff, career fairs, company websites and, of course, family connections.

One underutilized, but highly effective tool is a well crafted portfolio of achievements, awards, letters of recommendation, notable events (sports, academic, volunteer work), hobbies and artifacts that represent the best of your accomplishments.

You can use it to highlight your work and academic experience in a way that helps both you and the interviewer follow your achievements as you have grown.  When you create the portfolio, you have to take a very hard look at yourself and pull out all your accomplishments and attributes. 

When you present yourself to prospective employers you start off with a blank slate.  The challenge is presenting a positive, believable and accurate picture of yourself that has substance and credibility.  A portfolio provides a comprehensive record of accomplishments and adds credibility.   Many people never take the time to thoroughly examine themselves, but knowing who you are can help you establish yourself with an interviewer to achieve goals.  In fact, you can learn a lot about yourself going through the exercise of gathering all the artifacts and information for the portfolio.

Portfolios are now being developed for cyberspace as well.

  Some refer to these portfolios as personal websites or Career Web Portfolio.  These portfolios are much simpler than the full portfolio, but still gives the job seeker a very powerful tool to get in front of the interviewer in a visual manner.

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Internships are not for everyone.  But the right internship can be a genuine start in the right direction for a fulfilling career.

There is a popular misconception that the holiday season is an inappropriate time to go job hunting with prudence dictating that the job search be suspended until after the holidays.  The holidays are just around the corner and if you are looking for a new position it can be an uncomfortable time of year, if you do not know how to handle it.  However, it can be a great opportunity if handled well, as I discovered.

Two recent consulting reports questioned this view regarding taking the holidays off, so I decided to ask a few HR managers.  What they told me was a surprise although quite logical.  Unemployment may be rising, but companies are still hiring and recruiters are still recruiting.  Although December is a month of holidays, it is still an excellent month to look for and find a job.

They told me that recruiter commissions increase as the year progresses.  They receive more from their companies on contracts that close at the end of the year, so it makes sense for them to get their candidates hired in December rather than in January (I have no idea why).  Many managers and internal recruiters feel pressure to hire now for budgetary reasons — they have the money now but future dollars are uncertainty.  They don’t want to wait until next year to hire.  In some cases, managers may have spent this year’s budget but know that as of January 1, they have more funds available.  They want to make an offer that includes a January 2nd hire date. 

It is also true that people tend to give notice just before the holidays, use their vacation time to get through the holidays, and then start their job hunt in January.  This opens up additional opportunities.  Executives and senior managers are often easier to reach and in a better mood during the holidays so may be more willing to speak with you informally.

The fact is networking is easier during the holidays.  Here is a perfectly legitimate reason for connecting and re-connecting with all of the folks on your holiday list, and to use your contact list to meet new people.  This is a great time to update them on what is happening with you both personally and professionally.  Competition is reduced because so many job hunters drop out during the holidays, dramatically reducing your competition.

Finally, the main reason to keep your job search active during the holidays is staying active in December gives you a head start on all of the January openings.  There is nothing more depressing than having to restart your job search from scratch after the New Year.

Attend as many holiday events as you can during the next five weeks.  When else can you meet so many new people who can potentially contribute to your job search in such a short period of time? Anticipate the kind of questions you are likely to be asked at these events and develop a strategy for dealing with them.  You want to appear relaxed, friendly, interesting and interested.

Draft a warm, personal holiday networking letter to everyone in your network.  At this time of year people often expect you to be in touch so do not disappoint them.  Include a seasonal greeting, a brief update on your job or career, your intention for the future, and a request for suggestions or referrals.

If you are planning to attend holiday events, and you should treat it them as serious networking.  Since you get only one chance to make a first impression with new introductions, plan your networking as though it were an interview.  Preparation generally means five golden rules:  Know the group/company with which you are engaging; do some research into any openings; know how your skills, experience and accomplishments fit the organization; know why you are qualified; and know why this firm has unique qualities, values or culture that make it a particularly good fit for you. 

Develop and rehearse a short pitch.  Make it simple and interesting.  It should invite questions and make people want to talk with you.  Finally, skip the alcoholic beverages.  If you appear out-of-control, you will be remembered for all the wrong reasons and will never be recommended for anything.

Do not put your job search on the back burner during the holidays.  You never know who might show up at your next networking event.  It could be a recruiter, the corporate executive you’ve been trying to meet, or the staffing manager at a local company.

As companies downsize, because of either internal difficulties or an economic downturn, it seems that older workers, who are usually more highly paid, bear the brunt.  This is naturally very unsettling and I should know, because my husband lost his job at age 54 after 25 years with the same firm.  This situation is unfortunately a fact of life and a reality in the workplace.  Companies in trouble must reduce costs and years of loyal service no longer count as it once did.  Management changes, buyouts, mergers as well as the economy seem to inevitably mean that for older workers it is first in, first out.

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Jack Chapman, a career and employment guru, and a valued colleague, has taken a look at this situation and I felt that his thoughts might be helpful.

According to Jack, many firms are now concluding that a purge of older workers is often recognized as a big mistake.  Years of loyal service also means years of valuable experience.  While less expensive, inexperienced employees bring short term savings, the loss of industry experience frequently results in mistakes, sometimes serious mistakes.  In addition, inexperienced employees may also miss business opportunities.  As a result many companies are reevaluating their personnel policies and are beginning to adopt more enlightened policies.  The extent to which this is happing is speculation, but the message is clear: do not give up.

A good first step on the job hunt concerns the importance of a comprehensive self assessment.  In depth understanding of skills, values, interests and contributions represent an important foundation to moving forward.  I well understand after years not having to look for work tends to dull the need for this type of introspection.  Nevertheless, an honest self-evaluation, combined with a set of action, results oriented accomplishment stories is a good first step.  People all too often discount the important contributions that have made a real difference.  Many also tend to downplay their skills.  A job search is no time for either.

Let me also suggest that older workers have hidden resources, a large network, insight into likely opportunities and communication skills.  The fact is many of my older clients who have been downsized, have reconfigured their careers and taken full advantage of their savvy to successfully land solid positions.  The main message is networking must be pursued with common sense and confidence.  Simply handing out resumes will not do the trick.  It is far more important to make a strong impression to gain visibility in your field and recognition for your talents and accomplishments.

Jack also points out the importance of an effective sales pitch.  And there are some key points to consider.  Younger people do have a tendency to move on more quickly.  Therefore, it is important to emphasize the stability and longer term opportunity that you bring to a prospective employer.  Emphasize the importance of industry knowledge, contacts in the field and ability to get up and running very quickly.  Review your experience with solid examples of decisive responses to crisis (all older workers have a few).  Demonstrate with concrete examples how you made a difference and how that type of commitment can be valuable to a new employer.

Make a realistic appraisal of your value in the marketplace.  That means it is equally important to neither under value nor over value what you offer.  Humility wins no points and if you low ball your worth in an effort to gain the position, be assured that the hiring manager will low ball your worth as well.  Acceptance of the idea of pay below market suggests a loss of confidence with all the attendant impact on the ego and a willingness to make a sacrifice before being challenged to do so.  It is naïve to believe that an employer will offer a market rate if you deliver a message that says money is not important or suggest that salary is negotiable below the market rate prior to an offer.  Research salary levels, find a realistic value and stand up for your true worth.  Remember, if you find the right employer who values your experience and needs your maturity, they will offer a fair rate.

Finally, don’t get discouraged.  Think about when you were starting out.  For many of us we started out with no job, no experience, often with few prospects, a lot of hope and not much money, and for some, with serious personal responsibilities.  Jack advises:  be persistent, educate employers about the value of your experience and play your cards intelligently.

In the last few articles I have discussed elements of our current economic situation and counseled preparation and action, even as a defensive measure. 

More than ever I believe that a prudent job insurance policy involves preparation for the worst.  This week I would like to summarize some of those qualities and actions I believe are essential to a plan.

This assumes that you have taken the time and trouble to research targets, have a clear idea where you want to go, and have created a plan that logically builds on your values, skills and ambitions.  In these pages I have repeated the importance of establishing a clear direction.  Even if that means a lengthy exploratory search, in the end establishing that proper direction will bring enormous benefits in saved time, effort and frustration.

Ignoring the network is common with people who are working.  We all know building a network as a component of the job hunt is essential.  I also know it can become tiresome.  Nevertheless, many do not understand that job hunters who consciously build long term relationships while looking for immediate leads are valuable to organizations.  Despite short term economic risks, successful growing companies are always on the prowl for talent.  Employees are encouraged to get involved outside their organization.  That means a large active network could decrease the time between jobs because a prospect with a large network is just more valuable.

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Equally important is self-esteem.  I used to be amazed at how so many job seekers devalue themselves.  They minimize their contributions to their employers and often view their skills too modestly.  Everyone worries about competence, but many do not take the time to adequately value themselves.  As a result, they present themselves in a manner that devalues them.  The key is not to exhibit too much self-esteem, not too little. 

Rather, get in touch with who you are and feel confident about your accomplishments.  Project the right amount of self-esteem.  That means do not take an interviews or negotiate when you are feeling out of control or desperate.  Reschedule, put someone on hold, take a deep breath.  Even do this on the job.  However, I believe that the best lesson is learning how to project self-esteem rather than wait until you feel empowered.  We all must be ready to seize opportunities.

Focus your energy on the task at hand.  Whether on a job search or at work fact is people, especially recruiters, respect those who want to “get on with it” rather than have to deal with people who communicate too much humility or are pessimistic and dispirited.  Of course this is also true in the job.  In a competitive environment, especially when cost cutting is in the offing, focused energy toward meaningful goals and positive results can be crucial in gaining that competitive edge in a downturn.

One of my biggest challenges is working with people who are too preoccupied with discussions about the economy, the country and life in general.  That degree of negativism is a killer in any job search.  Turning attention like a laser back on to the client is essential to getting back on track.  I try to explain that no company is interested in importing pessimism when a positive “can do” attitude is often the difference between success and failure in the organization.  Clients understand, but for many it is not easy.

Every job search requires follow up, relentless follow up.  This is a key question to anyone who claims they can not find anything.  There is the perception that following up too aggressively can turn off prospective employers.  To some extent that is true.  But the fact is too much weight is given to this.  And, I believe that is too often just an excuse for doing nothing.  One key failing of most job hunters is they do not follow up often enough or long enough.  If you have value to offer and you offer that value in a professional, polite, yet persistent manner, that assertiveness will be frequently appreciated.

Occasionally, a job hunter will tell me that they often feel exploited at interviews.   The interviewer seems too anxious to ask complex questions regarding company problems, and the candidate feels used.  My view is that attitude is totally misplaced.  The interviewer may be simply testing the job hunters approach, reasoning skills or other factor.  The fact is answering complex questions openly and honestly is not going to solve the company’s problems.  But, a carefully reasoned response where you can demonstrate a value proposition, creative problem solving, and forward thinking offered thoughtfully and constructively, might land you a job.