Adage blog: Career transition, job search and ageing workforce

An adage for 2009: let go and grow

2009-01-22T12:28:00.001+11:00

With a swag of awards on the shelf, high praise from government ministers and a string of successful candidate and employer matches, Adage.com.au – Australia’s leading mature age job board - has done what it set out to do; advance labour force participation of mature workers and improve the recruitment experience for employers and candidates.

The Adage journey began in 2006 providing a partnership platform for progressive companies such as AMP, Westpac, St George, ipac, Tactics Consulting, The Salvation Army and 2Discover to pioneer the recruitment of mature workers.

To date over half a million people have visited www.adage.com.au, 820 employers have sought mature candidates, over 9000 candidates have registered and 120 articles featuring Adage were published in mainstream and specialist media.

The work of Adage has been lauded by government ministers such as the Hon Dr Sharman Stone (former Minister for Workforce Participation) and the Hon Justine Elliot (Minister for Ageing) who wrote:
“Your company is an outstanding example of how promoting diversity in the workplace can provide great benefits to both employers and employees. The employment of mature age workers also demonstrates clearly that older Australians continue to make a significant contribution to the workplace and to their communities.”

In 2007 Adage’s work as advocates for mature age employment was recognised with an Award for Excellence in Business Mentoring at the 2007 NSW Seniors Week. In the same year, Adage instigated the Adage Top 20 as a way of acknowledging age positive employers across Australia. In November 2008, Adage won a joint award for Employment and Inclusion of Mature Workers at the National Diversity@Work awards presented by Bob Geldof.

"In tough economic times, the case for Adage is even more pertinent; a cost effective means of sourcing a qualified, experienced candidate who is likely to stay longer, show resilience and invest their expertise in your company. Anyone who’s worked through previous economic downturns would be a great asset to any business. " says Adage director Alison Monroe.

Adage is currently managed by three savvy women with diverse business interests. Having pioneered Australia's largest commercial job board for experienced, mature workers they now believe it is time to pass the baton to someone who can take Adage to the next level.

Adage wins a Diversity Award

2008-11-14T12:34:00.006+11:00

We won! We won! Adage has won an award for Employment and Inclusion of Mature Workers last night at the Diversity@Work awards held in Melbourne. In the presence of luminaries such as Sir Bob Geldof (pictured below with Alison Monroe from Adage) and Rev Tim Costello (pictured right with Alison Monroe and Catriona Byrne from Adage), we were reminded why diversity 'just makes sense'. In fact, in these tough economic times, there is even more imperative to employ the nous and efficiency that experienced, mature employees bring to your workplace. For more about Bob Geldof, check the Sunrise weekend program.

Bob Geldof - diversity champion or grumpy old man?

2008-11-11T11:14:00.010+11:00

Sooooo excited this week. Adage is a finalist in the Diversity@Work awards for Employment and Inclusion of Mature Age Workers. And Bob Geldof is giving the keynote address. Best known now as a human rights activist, there are other strong links to the themes of Adage. Who can forget every worker's theme song: I don't like Mondays? And if you saw the English version of Grumpy Old Men - Bob featured strongly! We look forward to sharing the highlights of the night. Rumour has it there's a Channel 7 Sunrise appearance coming up too.

And if you like to participate in blogs, check out Kate Southam's CubeFarmer. Kate's the Career Queen and a friend of Adage.

no such thing as the twilight of your career

2008-09-23T15:25:00.002+10:00

Seriously, sit down and ask yourself: "Can I see myself never working?" Many people are happy to work longer, but not the way they are working now. Instead of enduring full time 'retirement' there are many active mature job seekers who would love to balance the demands of their life cycle with a stimulating career. The sooner employers get the hang of this idea and re-design roles to suit the fastest growing candidate demographic, the easier it will be to find the right people.

It seems that workplaces are operating on a list of uninformed assumptions:

everyone wants to retire ie never work again
mature workers aren't interested in developing their career
mature workers don't want training opportunities
work is really full time or not at all

You can add your own to the list. It's time to challenge your own assumptions and the long held recruitment and retention practices of organisations.

give yourself the networking edge

2008-08-10T22:16:00.003+10:00

Articles about networking seem to be filling the print media Career sections. Only a third of all jobs are advertised. So how do you find out about the other third - through networks? In fact, I know many people whose career goal is to land their next job without a resume or a job application. Mature, experienced candidates should be well ahead of the game. You have years' worth of people who could play a role in getting your next role. Chances are it will take less than six degrees of separation.

Networking will work for you if you are prepared to give more than you get. Networking is something you have done all your life. We hear stories from mature candidates saying that they've sent out 60 resumes and not had an interview. Maybe putting more effort into increasing and renewing your networks would get a much better result. Go shout six different people a coffee and get networking.

baby boomer myth - a carrot or a stick

2008-06-10T17:42:00.002+10:00

Read a slightly provocative article recently for those of us who work in the area of workforce sustainability and ageing workforce management. Two research projects from the US are predicting that the wave of baby boomer retirements will not be the tsunami that others predict.

Why? The research indicates upward trends in flexible working plans such as job sharing, flex time, phased retirement and telecommuting as reasons for boomers deciding to stay. We do see a small number of employers who are making flexi-work work. But there are still many who need to make the mindset shift required. Full time. Permanent. Nine-to-five is not necessarily what people want. Flexible, autonomous work is a carrot for both retaining and attracting mature workers.

Disappointingly, the top five reasons for their bold statement were more 'stick like' in nature:

Decline in corporate pension programs
Gradual erosion of Social Security benefits
Rising costs of health care
Rising cost of education for boomers’ children (less retirement saving)
Rising divorce rates (more single retirees)

And then the more soft reasons like:

Increasing desire to remain socially involved and to “give back”
Proven connection between an active, engaged work life and better mental and physical health

The report placates staffing professionals who are wrestling with the implications of boomer retirement and suggests they may well have an easier time retaining and recruiting older workers than they may have supposed.

This is the provocative statement in my experience. You won't have an easier time if you simply leave it to chance. Without seriously upping the implementation of flexible roles at all levels in their organisation, employers will be left with demotivated mature workers who would like to leave but feel stuck.

grey nomads takes on a new meaning

2008-05-20T21:34:00.002+10:00

Congratulations to the Travel Industry Careers Association for taking the initiative on actively recruiting mature workers for the travel industry. Maybe the term 'grey nomads' won't be limited to just those who retire and take off with their sparkling new caravans. There are plenty of well travelled grey nomads who have the will and the skill to take on a role in the travel industry. Interested? Register with Adage and look out for a new role in the travel industry.

skilled migration - do the maths

2008-05-18T21:31:00.002+10:00

I have no problem with skilled migration. But has anyone done the maths? There's a hidden army of under employed in Australia who:

are struggling to get in the door of employers because they're 'too old'
can't find a part time or flexible role that helps them achieve life balance
have the 'will' but not the 'skill' yet and would like to be trained

Sure - we need migration. However, there is a distinct lack of commentary on how employers can attract the under employed or keep their skilled older workers a bit longer. Employers need to do all they can to have a workforce of tomorrow; skilled migration won't cut it alone.

calling all golden gurus

2008-04-21T11:00:00.003+10:00

We love the fact that one of the big headlines from the 2020 summit featured the line 'golden gurus'. It's not a new idea - at Adage we've been beating this drum for years. We're just glad it's now getting the attention it deserves.

"And to help deliver the nation into a new golden age, Mr Smith, a former aging minister, said more use must be made of Australia's "golden gurus" - retired people who would act as mentors in the workplace and schools."

Adage suggests that 'golden gurus' could go well beyond just mentoring. How about job sharing with someone from another generation? Or working on a part-time basis using their specific skills and experience and wisdom? Or being on a retainer to act as advisers to projects? Employers need to remodel the traditional '9-5', full time role.

the "maybe too old?" scandal

2008-04-17T13:23:00.004+10:00

We hear story after story of 'ageism' from candidates who have been rejected for a role on the basis of their age. Most of the time their conclusion is based on a perception ie there is no hard evidence, but an interpretation of a response. But not this time!

I've just put down the phone from an Adage candidate who applied for a role through one of Australia's biggest job boards - not Adage. The Managing Director of the company advertising the position read her application and inadvertently included her in his reply to his assistant with this statement "maybe too old". Outrageous but true. Illegal but true.

The candidate is requesting a conversation with the MD of the company in question. Good for her. I hope he seeks some advice on how to remedy the situation.

Just for the record, each state in Australia has a version of an anti-discrimination commission who can advise you on what to do in this situation. We always recommend contacting them.

How crazy are employers who reject on the basis of age? Apart from all the obvious reasons, it just doesn't make good business sense.

perspective and attitude

2008-03-31T10:18:00.003+11:00

Keeping perspective and checking your attitude every now and then can really make your world a better place. Feeling stuck in life and career? Maybe take some time to read these stories from elders to get some balance and perspective.

is talent scarcity a myth?

2008-03-25T16:06:00.003+11:00

Toby Marshall is a well known and loved ranter. He's challenging the 'talent scarcity' catch cry of the recruitment industry. Here's a bit from his blog:

Abacus is arguing for a fundamental shift in approach by employers who want to think differently about scarcity. And stop constantly proving Einstein’s definition of insanity.

To stop taking their lead from recruiters, 90% of whom have the same business models:

Transaction focused; upfront commission driven; and responding to, not leading their clients.

So I agree with Julie Mills:- transaction recruiters and their clients are experiencing scarcity. They soldier on in McKinsey’s phoney war for talent.

Mobilising the 5 groups of under-employed is not just a nice thing to do. With labour markets, even a small percentage increase in supply has a BIG impact.

However, our interest is not with all employers: Only those who want to lead the pack with different strategies.

Adage is home to thousands of experienced candidates looking for the right role. We don't see scarcity - we see possibility.

50+ and career transition - mutually exclusive?

2008-02-14T13:01:00.005+11:00

Bootstrapper sent us their list of 50+ resources for changing your career. It struck a chord. At first, I thought it meant if you were aged 50+! That's because here at Adage we live and breathe career opportunities for experienced workers. If you are aged 50+ - you may well want to work in some way for the next 20 years or so.

Go ahead. Check this list out. We also have some great targetted resources at Adage. It's never too late to change direction.

dial before you dig

2008-02-03T22:16:00.000+11:00

Our house is without phone and more importantly, no broadband for three days because some ninny did not dial before digging. Now there's an adage - Dial before you dig.

And so I segue to suitable adages for job searching. What should you do before you whip up a resume and try that scattergun approach to finding your next great role. Especially if you're transitioning careers. Especially if you're re-entering the workforce. Especially if you're a mature job seeker who has suffered ageist tendencies of some employers.

Here's what you do. You get professional career coaching. You invest in having an expert go through your resume and make sure it's a winning document - sure to get a result. I sat in on a teleseminar last week - especially designed for mature job seekers to ensure that they had a winning resume. There were six complimentary lines which were booked by six mature job seekers. Only one dialled in. What a missed opportunity. What GREAT value that one job seeker had.

So here's the thing. What are you doing to ensure you have a ship shape approach to your job search? For less than what you'd pay for a good pair of shoes, you can get professional advice so that you walk tall with a winning formula to getting the next role.

Here is this week's Adage for job seekers: Coach before you crash....agin.

will scarcity alone change the landscape?

2008-01-21T10:28:00.000+11:00

We took a bit of a break over the festive season - but still the topics of 'skills shortage' and 'mature age employment' rage on. With every new employment study released, there are two groups of commentators: one concurring and one conflicting with the findings.

Standing here in the middle - one thing is for sure. The employment landscape is changing. Candidates and employers need to shift their mindset. The constant factor is that the job and the person has to match. And this may look different to how we've operated in the past.

Reading the various responses to the latest skills shortage study you can get the picture. Here's one we support:

This "skills shortage" is only the the tip of the iceberg. Baby boomers have only just started retiring, the bulk of the baby boomers will be retiring in the next 10 years and then there might actually be a skills shortage.

Employers are just starting to cry "skills shortage" as they have taken for granted the labour surpluses of the past and continue to expect to have long lines of applicants begging them for a job.

The boom time is over for employers and they have to think and recruit differently focusing on the values, ethics and learning abilities of applicants, so that the organisation can mould the job to the employee and the employee to the job. Having varied employee skills can only add value to any organisation, as long as they identify, and harness them.

flexibility in the workplace...someone's listening

2007-12-05T16:18:00.000+11:00

I had the privelege of being involved in a listening tour led by the Sex Discrimination Commissioner & Commissioner Responsible for Age Discrimination - Elizabeth Broderick. Elizabeth is a long time advocate of flexibility in the workplace. And what's more - she blogs! That's two big ticks from Adage.

One of the gems from her recent blog is this piece of research from the UK equivalent's commission.

”Half the workforce wants to work more flexible hours …research revealed 6.5 million people, including 2.9 million graduates, are not fully using their skills and experience at work and would have made different choices if flexible working had been available. Belying the assumption that flexible working is only for those with caring responsibilities, only 2.9 million are parents and 3.6 million non-parents…This waste to talent can’t continue if our economy is to survive the challenges or wider competition in global markets. Creative new ways of working would enable this ‘lost’ generation of workers to use their skills in ways that they want and the economy needs.”

We have bravely put a new tab on our Adage job board - aimed at flexiworkers. Let's hope enlightened employers tackle the task of designing fabulous flexible roles that really work.

howard elected to work too long?

2007-11-26T10:23:00.000+11:00

Australia has a positive attitude towards ageing according to a survey from the Australian Psychological Society. And yet some of the post election commentary indicates that part of the swing away from John Howard aged 68 - was that voters saw him as too old. They wanted someone new.

And yet - imagine the job offers for Howard post-politics! His age and experience will work for him rather than against. He may not need to work, but like many experienced Australians, he will be driven by a sense of contribution, keeping an active mind, social interaction and an obvious enjoyment of working. One in five baby boomers plan to never stop working!

I wonder what employers will need to do to attract and retain the likes of John Howard?

how should I vote?

2007-11-19T09:57:00.000+11:00

The countdown is on! By this time next week our votes will be counted. In an effort to get some clarity amidst the campaign collateral, we came across this great online tool to give some democratic, issues based guidance on how to vote.

In a recent discussion on wisdom, one of the common themes arising was the ability of the wise to give you clarity. You may choose to use howdoIvote to be clearer about the election issues that matter to you. You may choose to use Adage to be crystal clear about the role you want and how to get it.

what will make me stay?

2007-11-12T15:35:00.000+11:00

We keep banging this drum! What are Australian employers really doing to make their workplaces the honey pot for the over 45er worker bees? Tap into the fastest growing talent pool to ensure success.

This from our friends in the US:

When the AARP (USA) announced its seventh annual "Best Employers for Workers over 50" awards recently, the corporations at the top of the list didn't get there by offering the traditional fringe benefit trio of health, life and disability insurance.

Instead, the AARP recognized companies such as for providing "forward-looking" benefits packages to workers over 50 that include alternative work schedules, lifelong learning and career training opportunities, and a program that allows today's graying workforce to care for their own aging families. Focusing on an aging employee's personal needs makes "good business sense" and pays dividends to companies that value the knowledge and experience of older workers.

headhunt me now!

2007-10-24T10:36:00.000+10:00

So 76% of Australian jobseekers would like to be headhunted. Wouldn't we all? Let's face it, it's nice to be noticed and acknowledged for your skills and experience.

But you're in fantasy land if you think that the 'skills shortage' and declining labour market growth means you can rest on your laurels and wait for that magic phone call.

You need to be active about 'getting known':

Network in your industry or professional associations
Use your online profile to attract employers who don't advertise but search instead
Find out who is headhunting and make sure they have your career profile

intergenerational baloney

2007-10-15T10:14:00.000+10:00

As professionals who consult to organisations about the opportunities of an ageing workforce, we are often asked the question, "Do you run workshops to help employees have intergenerational conversations?" ie our old staff don't talk to our young staff and vice versa. I question the 'intergenerational' bit. Maybe it's just about helping staff have a conversation. Full stop. Concentrate on listening skills and the rest might follow.

OK. I'm off my soap box now. Maybe these survey results tell us that things aren't so bad; that young and old recognise the value of each other in the workplace.

The research shows that the number one quality younger workers think their older colleagues bring to the workplace is experience (94%) whilst reliability (66%) and understanding (63%) also featured highly. Comparatively, about two thirds of older workers are impressed by their younger co-workers ability to learn quickly, be flexible (61%) and give them energy (51%).

Need to balance your workforce?

Nobel Laureate immune from retirement

2007-09-26T16:21:00.000+10:00

In a fascinating interview with Kerry O'Brien on ABC's 7.30 report, Nobel Laureate Professor Peter Doherty confessed that at the age of 67 he wouldn't do science forever - maybe another four or five years!

What a great outlook. Age is no barrier when you're working at something you love.

Have you retired early? Have you thought about re-entering the workforce? Experienced Australians have so much to contribute. Peter Doherty is a shining example - but one of millions who could choose participating in the workforce over retirement in the next decade.

ditch the zimmer and zoom

2007-08-25T22:50:00.000+10:00

Watch this video and see how a group of octogenerians +break through some assumptions about age.

Bottom line for us is that for every generation there is a bunch of generalisations, assumptions and stereotypes. As individuals, you can challenge these mindsets and set your own agenda. If you're a mature job seeker, find out how.

what's in it for me to keep working?

2007-08-20T10:31:00.001+10:00

Mature workers take note - it's OK to ask this question:

What's in it for me to keep working?

The answers are varied: intellectual stimulus, cash flow, sense of contribution, flexibility of lifestyle, "I want to"....

Mature job seekers - you need to ask another question and be really clear about the answer:

What skills and experience do I bring to this employer?

Any employer or Human Resource professional who's taken a cursory glance at labour market demographics might want to be asking a lot of questions (as suggested by a recent Human Resources magazine article)

what skills are we going to loose over the next five years as our employees retire?
what do we need to do to ensure our experienced workers enjoy coming to work on a Monday?
how can we implement our fabulous flexible work options?
how can we attract mature workers to our workplace?

Our question is: Have you done anything yet to make the ageing workforce your advantage?

award awareness

2007-08-14T17:01:00.000+10:00

After an intense four hour final judging session for our own Adage Top 20 awards in April this year, there was a brief pause as were closing. The panel had read about some great HR strategies for managing the ageing workforce. And then the comment came, "You can have the best strategy in the world, but unless you've got great managers managing people, they are unlikely to succeed."

Therein lies the heart of the issue. Organisations don't generally have great management capability. The best plans do come unstuck - like the application of flexible working policies, development conversations for mature employees and helpful performance guidance.

Don't get me wrong. HR Awards are important. We'll be there on 21 September 07 to celebrate with the leading HR managers across the country. They demonstrate best practice and should inspire us to action. But if managers really learnt to manage people and have constructive conversations, we wouldn't need half the HR resourcing that most large organisations have. But then, what would fill the pages of Human Resources Magazine?

And please - don't get me started on 'how to have an intergenerational conversation'. We get asked to advise on this all the time and I think they're missing the point. Think instead about skilling people to have a conversation - any conversation....But all that is fodder for another blog.

networking beats insanity

2007-08-01T10:21:00.000+10:00

Whether it's in response to a radio interview, candidate newsletter or careers expo, this old chestnut inevitably turns up:
"I've sent out over 50 resumes and not got one response. It's because of my age."

The definition of insanity is doing the same thing over and over again and getting the same result (not the one you want). Try a different angle.

Applying for jobs online is a great way to jobsearch. But there are others - and here's one of the most powerful; in the words of Robyn Henderson - network or perish.

It's National Networking Week from the 6 - 10 August 2007. The Australian Institute of Management declares it so.

Be clear about what networking is and isn't: Networking is connecting, sharing knowledge and contacts with others, and deciding to find people genuinely interesting. Networking is not promoting goods or services, landing a job, extracting a donation or ingratiating oneself for advantage.

You don't have to be an extrovert. Read the tips, book into an event and trust in the universal law of reciprocity. You'll decrease the degrees of separation between you and your next role. It may not happen overnight, but it will happen.
Blogging is also a great way to network. Let us know about your event by posting. And thanks to the Last Thursday Club for including Adage on its panel last week. Just loved the 'weapons of mass introduction'. Check out the pics - second row, second in from the right!

the missing link - can't change age; can change attitude

2007-07-16T14:22:00.000+10:00

Recently we were asked by Radio 4BC in Brisbane to comment on the ability of mature age workers to successfully switch jobs. This talkback session was generated by LinkMe's recent press release "Aussies unemployable after 50" - the bleak perspective of the over 50s when seeking employment.

The congenial Greg Carey had taken calls from some mature workers the previous day. One had said that he'd submitted 60 resumes with no results. Others cited instances where they believed they didn't get the job purely because of age.

This may be so. But it may not! You can't change your age BUT you can change your attitude and approach.

If something isn't working - get professional advice on new ways to crack the nut.
Find out WHY you didn't get the job. If it is age - well you didn't want to work for them anyway. If it's something else - work on changing it eg presentation, training
Market yourself in new ways using new channels

There are no guarantees. BUT a positive, pro-active approach is way more likely to yield results.

it takes two

2007-07-04T11:11:00.000+10:00

I confess - I'm hooked on the current TV show - It Takes Two. Celebrities are partnered with professional singers and perform in a knock out competition where there can only be one winner. Tune in next week to view the final showdown.

Every performance is scored by expert judges. What struck me last night was how the judges recognised and acknowledged the mentoring by some of the professional singers. Mimi McPherson bowed out last night. She was noted by Ross Wilson as the 'most improved'. She got to 'singer status' with commitment, hard work and a willingness to be coached. But she also got there because she had a brilliant mentor in Hobson - a well known opera singer.

Mentoring in the business world is oft talked about and desired. But implementing a robust mentoring system in the workplace is a challenge. Mature workers rate the opportunity to mentor or coach as one of top three attributes of a reason to stay with their organisation. There is so much wisdom and know-how to share, but rarely do organisations provide a forum or structure to make the most of that wisdom before it walks out the door.

How about weaving a 'wisdom sharing' KPI into the job description of all your mature workers? There is an old adage: Two heads is better than one. Try 'it takes two' and reap the rewards.

do boomers blog?

2007-06-27T14:23:00.000+10:00

I'm feeling like this question is close to: If a tree falls in a forest and no one is around to hear it, does it make a sound? If a blogger asks a question about blogging on a blog and no one is blogging, does it create a blog?

In our experience with mature professional candidates, we know that many have well held views and are happy to share them. But on the few blogs I've found dedicated to this demographic, I don't see overwhelming activity. Why? Why not?

the universal laws of reciprocity

2007-06-12T23:06:00.000+10:00

There is many an adage that supports this one: Do unto others as you would have them do to you. Imagine a world where everyone lived by that rule; there really would be peace on earth. But perhaps on a more achievable scale, if we practised this adage just a little more, we might see:

recruiters return calls and give helpful and honest feedback (number one complaint - just ask that king of controversy, Toby Marshall)
bloggers practise the generosity of Lee Hopkins and share the blogger love
job seekers sending a great administration role they've spotted to a friend using the 'send to a friend' function
employers providing retirement planning support to mature workers
Paris Hilton off the front page

Want to add to this? Post a comment now!

mum's the word

2007-06-03T17:18:00.000+10:00

Adage got quite a mention in this weekend's The Australian (published by News Ltd). If you didn't buy it, see if you can get your hands on a copy of the special mature age supplement. Well - that's if my mum hasn't bought all remaining copies in the country. There's a very big photo of yours truly (a little bit embarrassingly big). And mum's just a bit excited.

My mum is a pre-baby boomer having just celebrated her 70th birthday. She still teaches 1-2 days a fortnight. The local schools keep asking her back for longer contracts - but she can't fit it in between her volunteer work teaching English to some newly arrived migrants and running an entertainment morning at the aged care home and being secretary on the Tidy Town's committee and running a few meals around to people who need them.

She contributes to the workforce and to the community - I tell her she has a portfolio career. And she dismisses me with a laugh as she heads out the door to another 70th birthday celebration. "All my friends seem to be getting older." she comments.

Adage for the day: Old. Young. Just words.

expo exposed

2007-05-26T21:26:00.000+10:00

My mouth is dry. I've just spent two days in the speed interviewing tent hosted by the RCSA (Recruitment & Consulting Services Association) at the Careers & Employment Expo in Adelaide. My head is swirling with conversations with job seekers - many of whom were mature.

So here are some thought starters, questions, comments - not in any particular order....

Job seekers - you need to know what you're looking for and articulate it clearly. Practise this. Recruiters, your friends and family, other professionals in your network can't help you if you yourself are not clear.
Speed interviewing is fun. Give it a whirl. It's great practice and you'll grow by participating.
Too, too many employers and recruiters still angle their message at graduates / young recruits. Have you not seen the demographics of the decline in labour market growth? Your groovy graphics and pumping music may appeal to the busloads of students at an expo - but it won't necessarily grab the largest untapped pool of talent - the over 45s. Wake up to yourselves!
Mature workers - you've got to get out there. The expo is a great way to talk with professionals, find out about hot industries and build your knowledge. There are a few more to go this year. And be brave about having the conversation with exhibitors about their preparedness for mature candidates.
Kate Southam ran a great panel of experts on the big stage. She gets up to 800 emails a month from job seekers. She used this wealth of information to pose some curly ones to her panel. For my money, it was the most valuable thing that occurred on that podium.
Mature workers - you need to invest in career management coaching. I spoke to some understandably frustrated and angry candidates - but letting these feelings shape your next interview won't stand you in good stead. Believe in yourself - and pay someone to help you do it. Trying the same thing over and over again will not work.
See you in Sydney at the RCSA Speed Interviewing stand - Friday 22 June and Saturday 23 June.

stretch to achieve flexibility

2007-05-19T23:21:00.000+10:00

Real jobs on flexible terms. It's high up on the list of what makes a role attractive to mature age workers. The notion of working for longer in the status quo isn't necessarily appealing. The real question to ask is, "What would your role need to look like for you to want to work for the next ten years?"

The more we delve into this business of flexible work conditions, the more we've come to realise that it will be MORE about individual conversations between mature professionals and their employer rather than 'blanket' solutions.

The Adage Top 20 highlighted some fantastic initiatives that employers are taking to offer flexible working conditions. Job share, seasonal, part time, telecommuting, project work. It's all there for the taking. But we really do have a long way to go before attractive, flexible work options are a reality for employers and employees alike.

We'd love to hear from anyone who has a great flexible work arrangement that works.

It is the one day of the year when you can ask for a break

2007-05-09T22:37:00.000+10:00

It may be the one day of the year when you actually achieve the balance you have dreamed of – it is Mothers Day on the 13th May. It is your day and here are some tips on making it a great day.

1. Get what you want for once

Leave no room for error:

On the fridge leave a checklist

I would like to be woken at XX
I would like to be serve breakfast in bed containing the following XX
I would like my bath drawn at XX
I would like lunch at XX at XX
This afternoon I would like a nap at XX
This evening I would like to watch …XX… on video

2. Spoil your Mother

We have a great tradition in our family – for Mother’s Day the 3 sisters choose a swish restaurant and we take mum out - one year a couple at the next table seemed a lot more interested in our conversation than their own and joined us – we rock and rolled till the restaurant closed – these are the memories that I love about special occasions. Mothers Day is one of those occasions to build all important family traditions and memories.

3. Give Yourself a Break

As Erma Bombeck said :
My theory on housework is, if the item doesn't multiply, smell, catch on fire or block the refrigerator door, let it be. No one cares. Why should you?

No one ever died from sleeping in an unmade bed. I have known mothers who remake the bed after their children do it because there's a wrinkle in the spread or the blanket is on crooked. This is sick.
I'm going to stop punishing my children by saying, "Never mind! I'll do it myself."
My second favourite household chore is ironing. My first being hitting my head on the top bunk bed until I faint.

QUOTE for the week

“All mothers are working mothers” Anonymous

Georgia Lee

ageing of the population beats global shocks

2007-05-09T13:40:00.000+10:00

"The next decade will bring challenges all of its own - the ageing of the population, health care, aged care, the emergence of climate change, the instability of our region and the global shocks which can threaten our economy."
Peter Costello, Budget Speech 2007 - 2008

We're not sure if the Treasurer had this list in any order - but note that the ageing of the population is listed as one of the big challenges of the next decade.

Workplaces and workers who are ahead of the game will be equipped to meet these challenges.

How are you equipped to meet this challenge? Does the Federal Budget 07/08 assist you?

jumping man gets us in hot water

2007-05-02T13:01:00.000+10:00

What you say? Not good old Adage - those tireless ambassadors of mature workers. At the award ceremony for the Adage Top 20, we were honoured by the presence of Hon. Dr Sharman Stone, the minister for Workforce Participation.

We used this graphic in our Adage Top 20 award ceremony. Minister Stone commented that she didn't like our man - he was too young for our cause. Ouch! Point taken. And we agree - a lot of graphics and wording used in job advertisements often exclude the mature worker.

In our heads, our jumping man is the EMPLOYER - over joyed at his success of recruiting a mature worker and realising the amazing advantage this decision will give to his business.

We applauded like minded employers at an exclusive ceremony on Tuesday 1 May for their pioneering efforts in making the ageing workforce their advantage. Congratulations to our winners!

adage for the day

2007-04-17T09:50:00.000+10:00

"Wisdom is the reward you get for a lifetime of listening when you'd have preferred to talk."

Listening is under rated. It's a powerful skill - for conversation, for job interviews, for learning, for sharing what you know.

Practise listening and see where it gets you.

(Live bloggers take note.)

don't go to pieces....get a job

2007-04-03T17:08:00.000+10:00

PRIME Minister John Howard has urged Australians to keep working into their late 60s to ensure the country's future prosperity. The recently released "intergenerational report" doesn't tell us much that's new. Mature workers working longer has long been an economic mantra.

"If everybody worked at least until they were in their middle to late 60s, that would make an enormous difference," Mr Howard, who turns 68 this year, said on ABC radio today.

"The big problem Australia's had is far too many people retire at 55."

"There are many, many people I know who have retired after a very, very busy life and suddenly they're doing nothing, and they go to pieces," he said.

It's a new Adage that 60 is the new 50. We're living longer which makes us younger - in a funny old way. The good news is that many employers are recognising that mature workers are worth their weight in gold. And Adage knows thousands who are actively seeking to stay in the workforce.

Come on - rethink the caravan and eternal rounds of golf. Rework what work could be like. Save our nation and save your sanity!

fancy jumping out of a helicopter?

2007-03-26T17:30:00.000+10:00

Defence Minister Brendan Nelson says he's not talking about 55 year olds jumping out of helicopters. Why not? We know there are many 55 year olds who could.

But the good news is that the Australian Government are taking notice of their own demographic statistics and making big changes. Australians aged in their 50s will be able to join the military. The Australian Defence Force recruitment age will be increased from 51 to 56 and the compulsory retirement age will also be lifted from 55 to 60.

Brendan Nelson says,, "...there are a whole variety of jobs in the Australian military and we know there are many people in their 40s who really want to spend the rest of their working lives making a real difference," he said.

Maybe the defence force is not for you. But if you're aged 40+ and thinking about your next career, we'd love to hear from you.

Adage brags on their blog - Seniors Week award

2007-03-13T13:12:00.000+11:00

Our job board was honoured in a spectacular ceremony on Monday as part of NSW Seniors Week. The Award for Excellence in Business Mentoring was presented at Sydney Town Hall in a ceremony attended by Premier Morris Iemma and Minister for Ageing, John Della Bosca. Pictured here are Alison and Margaret from Adage, with nominator, Di Pass from 360HR in the middle.

Adage which connects over 40s job seekers with organisations serious about hiring maturity, was cited as a unique organisation that continues to promote the skills, experience and talents of older professionals. NSW Premier, Morris Iemma spoke of the changing face of retirement and the need for older workers to continue to contribute to and remain an active part of the workforce. That's what Adage is ALL about.

Accepting the award was Adage business partner Margaret Seaberg. “We continue to be inspired by the skills and talents of older workers and are heartened by the attitude and willingness of business leaders to embrace age management in their own companies.

If you're not across it already, we are continuing to raise awareness of ageing workforce issues by identifying the Adage Top 20 - Australia’s definitive list of organisations that are changing the face of employment in Australia by addressing ageing workforce issues.

NASA nappies and test tube booties - she's baaaack

2007-03-06T18:54:00.000+11:00

Friend of Adage, doyen of the comedy stage and instigator of Comedy on the Rox - baby boomer Kathryn with a K returns to our blog. Anyone share her experiences? Post a comment!

Glad to be in 2007 - survived Christmas Day with the family without the SWAT team being called. A measure of a great success by all standards don’t you think?

My newly retired hubby continues his search for his feminine side. Unfortunately it means that we spent all January movie time in the babies crying room as he sobbed uncontrollably through “Beatrix Potter”, “The Queen “ “Happy Feet” and “Live and Let Die”. Unfortunately the feminine side that helps him detect the washing machine, iron and clothes pegs remain a patchy secret.

Speaking of mystery, I wonder if other people my age have found themselves spending more and more time in car parks? Frankly I think it’s because my car is just getting so old it’s forgetting where I parked it. Of course what I don’t understand in the new disability sign in car parks - “Parents with Prams”. What’s disabled - the parent or the pram?

Is it any wonder we have a national obesity problem? I’d like to see a sign just outside on the street - “Parents with Porkers” forcing little fatso’s to walk that little bit extra.

When my kids were toddlers I put them into those harnesses and made them walk everywhere. Of course people were horrified and said that it was demeaning, mortifying and shameful. Worse it made them look like puppies on leads. Well 25 years later they’re slim, healthy and can fetch a ball faster than anyone else I know.

The kids have been a great disappointment to me to date failing to deliver me any grandchildren. I’m so desperate I’ve taken to knitting booties for test tubes. If I don’t have grandkids who else is going to be able to remove the child proof lids on my dementia medication.

For my next career I’m looking to join NASA. Let’s face it - it isn’t exactly rocket science. All the girls at bingo have enrolled on the astronauts program after reading about 15 dry hours in the NASA nappies.

Much to talk about with Earth support groups, kids and medication and so on, but that will have to wait till next time.

All the best

Kathryn with a Kay xxx

do you care about Paris Hilton?

2007-03-05T11:54:00.000+11:00

According to cRANKy.com - the first age relevant search engine, baby boomers don't give two hoots about Paris Hilton. In fact, they'd rather search about reiki, home sharing, on line dating or arthritis than Paris.

But the top search for baby boomers on cRANKy is for jobs after retirement. The whole notion of retirement is changing - it's redirection. And organisations are seriously seeking mature professionals who are looking for that second career. So forget about Paris and jump on board. Your job search has just got a new lease on life.

flexibility fizzer

2007-02-27T22:35:00.000+11:00

We hear it all the time. Workplace flexibility. Flexible work conditions. Job share. Project work. Is it just the pipe dream of 73% of mature workers as reported in this week's BRW on page 92? Does it exist in practice? Many companies and government departments we work with have great policies - but do managers know how to make it happen for employees?

Hands up if you are a mature worker enjoying flexible work conditions. Is it important to you? Will it keep you working with the company you're with now? Or would you be attracted to a company that offered REAL flexible working conditions?

Got a story about an Australian company that's doing it well? Let us know.

backing up the claims - fine whyne returns

2007-02-20T16:48:00.000+11:00

The musings of a baby boomer in search of meaning (and a job)

What's its like being a baby boomer looking for a job? Pick up a career tip or two as we follow the ups and downs of intrepid job hunter Samuel Whyne as he searches for that perfect role.

I dated Kerri-Anne Kennerley. Well, not so much dated, as met. Well, when I say met, it was more that we were flung together one evening in up-market Sydney noshery, Salt. Well, when I say in, she was in, I guess I was more outside – nose pressed against the glass.

But she certainly seemed pleased to see me… until she called security.

So, it’s not as though I’m unaccustomed to moving in certain circles. I can hold my own. My cousin Geoffrey lived three doors down from Grant Kenny in Brissie so again, I’d say I’m pretty well versed in how to mix comfortably with the glitterati.

Think I’ll lead off my skills summary with that one – should work well for the Homebush Monster Truck Expo 2008 Event Manager application I’ve been working on. “Special Skills: celebrity liaison”. That’s bound to attract a bit of interest.
And then there’s that time I accidentally sat on Rose Porteous… now there’s a story worth telling!

want to get it right?

Be sure you can substantiate any claims you make to a prospective employer.
If you are caught embellishing the truth you will be labeled harshly by a Hiring Manager and guarantee to be shown the door
If you don’t have the exact skill or experience an employer is looking for, think about the transferable skills you DO have and how they could be successfully applied to the new role.
Practice making a great case for why your existing skills and experience would see you competently fill any perceived gaps. And of course demonstrate that you are on a path of lifelong learning!
A blend of confidence, enthusiasm and the occasional bit of humility is often the elusive cocktail to aim for.

Feng Shui your way toward more Balance in your life?

2007-02-14T23:07:00.000+11:00

Gong Ci Fa Cai, Kung Hei Fat Choi… and may all your dreams for 2007 come true in the year of the PIG!!

With this years’ wishes for the Chinese New Year coming through from my Asian friends here and ex pat friends based in Singapore and Hong Kong I asked the question – do our Asian neighbours have something we can learn about WORK LIFE BALANCE – through Feng Shui?? Or maybe the Indian gods??

I don’t know about you but I have a fish pond in my front yard to the left of the front door, a good luck money plant, a curving path to the door, mirrors and no straight lines anywhere!! I have read lots of articles in New Idea and Woman’s Day over the years about how to Feng Shui my life!! And tried everything at home but not necessarily had the chance to re-decorate at work!!!

Now how could we bring more of it to our work to get more balance and success and happiness!!!??

For those of you who don’t read New Idea or Woman’s Day here is the definition of Feng Shui:

“The Chinese art of positioning objects in buildings and other places based on the belief in positive and negative effects of the patterns of yin and yang and the flow of chi, the vital force or energy inherent in all things.”

So the next time you walk into an office for a meeting, pick your seat carefully. Try to sit in a location where no sharp corner -- the corner of a desk, coffee table or file cabinet -- is pointing at you.

Why? It keeps you out of cutting chi, which will make you feel more comfortable, help you think more clearly and, perhaps, even be more creative.

Chi is one of the principles of feng shui (pronounced "fung shway"), which means "wind and water" in Chinese. Feng shui is an ancient Chinese science devoted to positioning buildings in the environment and objects within buildings to take advantage (or avoid the harmful effects) of chi, a form of energy that flows among all things in the universe. You radiate your own chi, and it collects within you and your surroundings.

Cutting chi is caused when a flow of chi passes a sharp corner, which causes it to eddy and swirl. If you're positioned within this swirl, it causes your personal chi to swirl as well, creating confusion and lowering your ability to think at your best.

So with Balance in mind – I am not an expert on Feng Shui but a true believer - so here is a quick list of practical steps I found on the web site Monster.com that you can take to improve your workspace, whether it's an executive suite or a home office:

Sit Where You Can See the Door – Rearrange your desk if you can, and if you can't, put up a small mirror to see its reflection.

Create Balance – Feng shui uses a chart called the bagua that relates the points of the compass to sets of elements: the seasons; the major elements of fire, water, metal, soil and tree; the colors of the spectrum; and the animals of the Chinese zodiac. At the center of the bagua is the yin-yang symbol, which expresses the idea that elements are opposite but not opposed. The yin and the yang teach balance -- hard and soft elements, masculine and feminine. Your workspace should balance and blend. And you should balance your life as well -- working to the point of burnout doesn't pay off, either. That’s why you see lots of Gold Fish Bowls in some offices!!!!

Get Rid of Clutter – One of the primary components of feng shui is how chi flows around you. The feng shui explanation is that clutter on your desktop, tables and cabinets inhibits the flow of chi. The practical aspect is that clutter is a series of postponed decisions. Each object or piece of paper calls out for attention. Clutter distracts you.

Choose Comfort – Feng shui embraces ergonomics, among other disciplines. If you are sitting at your computer all day, choose a very comfortable computer chair. Get a better keyboard that doesn't invite carpal tunnel syndrome and an optical mouse that doesn't need a pad. So the next time you have a meeting in a conference room, you can improve your performance through your seat choice. In his book Practical Feng Shui, Simon Brown suggests that sitting northwest facing southeast is beneficial for leadership, while the opposite position, sitting southeast and facing northwest, promotes good communication.

And if you can't control your seat's positioning within a room, try to choose a seat as far into the room as possible that's positioned where you can see the door. If you're in an interview with a person seated behind a desk, try to position your chair at an angle so you can see the door, too. In any case, choose the chair that gives you the most
command of the office.

By Georgia Lee, Adage guest blogger.

booming entrepreneurs

2007-02-14T09:31:00.000+11:00

Older entrepreneurs are overtaking younger ones in Australia according to Michael Shaper, Head of the School of Business at Bond University in last week's BRW. Many older Australians are choosing to become business owners - be it working as casual contractors as a sole practitioner or starting new business operations, investing capital, employing staff and developing new products and services.

Here are the stats:

in 1997 26% of Australian's small business owner / operators were over 50
in June 2001, 31% of all SME (small medium enterprise) owners were over 50
over the same period, the proportion of owners aged under 30 stayed almost constant at 10%
over the same period, owners in the 30-50 year bracket declined from 64% to 59%

There is a view that the ageing of our workforce and greying of the population will be a long-term threat to our economic prosperity. But it's based on the assumption that the over 50s are opting out. We know at Adage that many are opting in. Seasoned professionals with substantial business knowledge and experience are choosing to participate in the workplace rather than choose the old notion of 'retirement'.

Donald Trump in trouble

2007-02-07T22:34:00.000+11:00

You might have missed this important news - but that king of the combover - Donald Trump - is in trouble. He may be 60 years old, but he doesn't want any fogies over age 40 as his "Apprentice," a new lawsuit charges.

A New Hampshire man - Joseph Hewett - hit Trump with the age-discrimination suit Thursday, claiming he was quickly brushed aside as a potential contestant on "The Apprentice" TV show after interviewing for a slot in 2005 because, at 49, he was considered too old.

Obviously, Trump is unaware of the demographic trends in the workforce. At Adage, we ditched that old adage - "You can't teach an old dog new tricks" long ago. May Joseph triumph. We await the outcome with great anticipation.

New York follows our lead

2007-01-31T09:15:00.000+11:00

We're not the only job board seeking mature professional candidates. And our employers aren't the only ones recognising the value of hiring maturity. The New York Times Job Market section reported that a growing number of web job sites in the US are specializing in finding workers over age 50.

According to the US Federal Bureau of Labor Statistics, the number of workers 55 and older who are employed has been growing and increased by 5.6% in the last year - more than twice the increase in overall employment.

We don't have quite the same growth statistics for Australia yet - but a recent report on the state of Australia's workforce participation for key groups ranking Australia against 29 OECD countries in 2005 has been released by the Productivity Commission. Participation rates for workers nearing retirement (55 to 64 years) are increasing with Australia ranking 13th behind New Zealand, the US, UK and Canada. Workers aged 55 and over make up 12% of the Australia workforce. Adage is seeking to increase this percentage by providing an online channel for employers and mature professionals to connect.

Happy New Year

2007-01-17T17:30:00.000+11:00

So have you kept your New Year Resolutions? Sadly, the usual promises to diet, exercise or quit smoking do not really last beyond early January.

Spending time with my kids over the holidays made me realise that life has got too serious so I have made just one New Years Resolution which I think will be easy to keep.
It is to have more fun!!

So far I have stuck to my New Years Resolution, seeing I only got back to work on Monday after 4 weeks on holidays. The holidays were lots of fun and so I was thinking about how to get more fun into my work and for the people I work with.

I figure having fun at work will mean we are all more productive, innovative and creative and it will help with all parts of the business.

One way to improve the work place for everyone is to create an atmosphere of fun. According to Duane Smelser (www.onlyresults.com), a trainer/coach in Beaverton, Oregon, people who are lighthearted, having fun, and in good spirits are more likely to be successful. Their mental attitude produces increased oxygen, endorphins, and blood flow to the brain, which enables them to think more clearly and creatively. They are more relaxed and spontaneous, more accepting of others, and more likely to share their sense of humour. People like to be with others who are laughing and having fun.

As Victor Borge, the comedic concert pianist once said, "Laughter is the shortest distance between two people." Smart managers will let laughter be a team-builder for them.
Here are my tips for how I am going to get more fun into work.

1. Add a joke to the start of meetings
2. Introduce a celebration of the week
3. Have a Food Festival
4. Play BUZZ word Bingo
5. Funny Photo competition every Friday
6. Have a fancy dress costume day or a funny hat day
7. Funniest ring tone on your mobile competition
8. Get some toys at the desk
9. Invite a comedian to a team function
10. A bag of lollies and treats for the weekly meeting

Here’s what one group did to add some fun to work:

What people do when the boss is out! (www.officeclips.com, 961KB)

I would be really interested to hear how you have added some balance and fun at your work.

By Georgia Lee, Adage Guest Blogger

Kathryn with a 'K'

2006-12-11T17:06:00.000+11:00

Introducing Kathryn Bendall - a champion for the mature age worker with a portfolio career which includes stand up comedy. She is often mistaken for Pixie from Australian Pensioners Insurance Agency. Kathryn will share her whimsical view of the world every month on the Adage blog. If you'd like to meet her in person, try Comedy on the Rox.

I’m just so grateful that a woman of my age has a chance to chat about the things that she feels deeply about! I’m a 55 year old professional, a mum of three gifted children and currently a fulltime trophy wife. Actually that’s not true- my kids are all a bit on the dopey side.

Look I’m as Aussie as a Bali gaol,but I am sickened that every time I go shopping at Bankstown Square some young guy calls out -“Hey you - give me one good reason why I can’t get cover with Australian Pensioners Insurance”. Clearly these people need understanding not just insurance.

As an older woman I’ve really struggled to get a job. Finally one day in desperation I put on my monogrammed tennis panties (wallet and keys fit snugly in the ball pockets). I went down to my local Centrelink office where my caseworker that day happened to be channelling Amanda Vanstone. When I pleaded for her help in getting employment, she threw her head back and scornfully laughed “You *** North Shore matrons really make me laugh”.

Well call me naive, but I thought it was some sort of career pointer, so I started doing stand-up comedy at the local RSL. Unfortunately I had to give it away because it's the only career where your bottom ages at twice the rate of your face!

You can tell the job market is tight at the moment - first time in 40 years I’ve actually got a boss who’s older than me. Frankly I don’t think the job’s going to last - I’m the wrong body shape for Marketing Executive. Looking at me you’d automatically think "Cranky Hospital Matron". People should get jobs that they look like so there’d be no more of that “you don’t look like an accountant” etc.

Speaking of careers I don’t know why they don’t put a woman in charge of NASA. Let’s face it -it’s not exactly rocket science! Importantly too, women would make sure the problems were fixed before they launched the space ships.

This Christmas I’ve asked Santa for grandchildren. I’m so desperate now that I’m knitting booties for test tubes. Let’s face it - who else is going to be able to open the childproof tops of my dementia medication. Merry Xmas to you all!

Will work life balance change with the next generation?

2006-12-05T10:36:00.000+11:00

Over the last week, I have had several opportunities to work with young people at Telstra. We had a work experience student for one week, a graduate spending 3 months in my team and I have also met with several young entrepreneurial customers over the last month. The questions they ask also give me a lot of food for thought.

Through the conversations with the grads and the younger customers I got to thinking - will the next generation solve the question around work and life balance? Will they have it easier than the previous generation or is it getting harder each ten years? Were our parents better at the whole balance question?

So I thought I would try to list my observations as to why the Nintendo or iPod generation may have a better ability to survive the whole work scene than their predecessors.

Born after 1980

The need for speed - don’t all businesses have super fast broadband
The need to parallel process - I am used to playing video games and watching TV and doing homework all at the same time –why would work be any different
Send me the link – I am used to getting links and connections to information I need – don’t make me read long reports
Send me a picture not text – I am used to getting photos on my phone, in my chat box at home
I don’t have time to wait for the answer – I will just post my question on a worldwide bulletin board and get the answer straight away
Just do it – I want to learn by playing with the program or the software not sitting in a classroom
I want to play – the computer is not a work tool to me –it is fun and I want to explore what I need to know to do my job
Tell me what the payoff is – I am used to winning at each level and I want to know how I will be rewarded
I prefer fantasy video games to reality TV - give me something creative to work on and own
I am always online or on my phone – so at work this is what I expect too

I would be interested in what you have to say about managing the expectations of our younger workmates and customers around how we work and live.
Here are some related generational articles I found while scouting around on the net

Generation Y: They've arrived at work with a new attitude (www.usatoday.com)
Beloit College Mindset List (www.beloit.edu)
Balance is Bunk! - The Book of Life (www.fastcompany.com)

Quote of the day

Don't limit a child to your own learning, for he was born in another time.
Source: Rabbinical Saying (www.quotationspage.com)

By Georgie Lee, Adage Guest Blogger

Fine Whyne: week 8

2006-11-23T10:25:00.000+11:00

The musings of a baby boomer in search of meaning (and a job)

What's its like being a baby boomer looking for a job? Pick up a career tip or two as we follow the ups and downs of intrepid job hunter Samuel Whyne as he searches for that perfect role.

Summing up 25 years

Three elephants, an incontinent lion and a hirsute woman with a serious hormonal imbalance. Or was it two elephants, an incontinent woman and a hirsute lion with a hormone imbalance? I’d better get it right. This internet – they can check anything these days. So…

Duties: shoveling, mopping and combing.
Key achievement: survival of a nasty incident involving an unlocked cage, a hungry big cat and a Dagwood Dog.
Employer: Ding-a-Ling Brothers
Tenure: 2 weeks in the summer of ‘59, aged 8, when the Big Top was raised at the Dubbo showground.

“That ought to do it,” I smiled as I typed my last full stop and addressed the package. 47 years in the workforce summed up in a mere 32 pages.

The express post parcel winged its way through the night, landing with a thud on a pile of crisp white envelopes in the in-tray of Hiring Manager, Eloise Primley.

On the other side of town, waiting by a silent phone I realised what a good feeling I had about this one. Reserve Bank, here I come!

Want to get it right?

Most resumes are skimmed with a decision made in a matter of minutes, so get to the point quickly. Keep your resume to a maximum of 3-4 pages.

Open with a punchy career summary or capability statement summing up experience, skills and knowledge, customised to the particular role.

Contain your key achievements to 8 to 10 bullet points for recent roles and 4 to 6 bullet points for roles over 10 years old. Ask yourself whether you really need to list very old positions in detail.

Include measurable outcomes that you achieved to demonstrate what you can offer a new employer.

is flexible work just a Gen Y thing?

2006-11-21T23:36:00.000+11:00

In the most recent edition of BOSS magazine, Catherine Fox interviews John Holland Group's MD, David Stewart, and chairman Janet Holmes a Court about workplace flexibility. Their philosophy - keep it simple.
"With little fanfare and virtually no formal policies, the organisation is changing its norms and practices to reflect a very 21st century work template." And why? To attract and retain good employees. They don't see it as a choice, but a necessity as Gen Y hits their straps.

But while flexible work options may be propelled by Gen Y - we know at Adage that many mature professionals rate flexibility high on the list when considering whether to continue working. The reasons for flexibility may be different, but the notion is just as attractive.

What sort of flexible work options work for you? Add your voice to this conversation.

introducing Georgia on balancing work and life

2006-11-15T18:16:00.000+11:00

Georgia Lee is a Director at Telstra, a friend of Adage and a recent convert to the world of blogging. She blogs regularly for the 'now we are talking' blog at Telstra. We've asked her to contribute as one of our guest bloggers on the perennial question of work / life balance. This blog really gives you a picture of who Georgia is and what she juggles.

Welcome Georgia!

Blogging - it has opened up a whole new world of communications in my life. I am (only just) a Gen X born in 1966 and since first hearing about Blogs I never thought it was for me - I've always thought it was for teenagers or Gen Y's at Uni or computer programmers testing out their latest code.

I am now addicted to Blogs - it is very exciting to be now writing a BLOG for Adage.

Since being asked to write a Blog I have continued to do loads of research on Blogs. I would not want to break a common standard if there is one or a set of principles that Bloggers are used to - so I checked out some Blogs on the web. I also asked some friends and my husband and they looked at me with blank stares.

There are all different types of Blogs on the web - some sound like a diary or a private journal, some track a project, some comment on recent media articles and then there is the “Group type Blog” where a bunch of people come together to collaborate on an issue or a topic.

Deciding what my Blog will be about has me going down so many tracks. What would be interesting to readers? Georgia Lee's weekly journal about being a 40 year old woman working at a large Corporate in a senior sales and marketing role, a working mother of three kids under 11 and writing about what I get up to each day? Maybe a combination of all these things.

This week my first edition Blog is my top 10 tips for balancing being a mother and working full time in a senior role at a large Corporatiion:

Choose the right partner. This is a day in day out issue that a lot of my friends and work colleagues agree with - getting this first one right means that a lot of the hard work and support is so much easier. I could not do what I do without an understanding husband - it also helps that he is not in the corporate world to get the balance right at home. Important for your partner to have their own interests and job. My husband is a sports teacher and basketball coach.
Recognise that you can not do it all. Don't be afraid to ask for help and realise that other people really do like helping out. Asking one of the mums at school for help the other day was hard for me but she really wanted to help out and enjoyed the chance to help. This one is hard for me to do. Most companies can help here too. The trick is to know what to ask for and to not expect your manager to know what you need.
Communication is key. Setting expectations with everyone around you about how you intend to work eg work hours, important days with the kids, what time you will be home.
Every day is different - every kid is different - every job is different. Work with what you have to make the combo work. My job is different every day some days I have to travel interstate - this means that the whole household has to work around the trip especially if it is longer than a day. This is where mum comes in to help out a lot.
Managing time at work to get the important face to face work done. Leaving the emails and more routine tasks for other times - eg after hours.
Use the technology - being in the telco industry for over 18 years has meant I am a big user of all the communications tools available. I have a Blackberry to keep an eye on important emails from the team, blue tooth for when I am in the car, wireless broadband for when I am out of the office or travelling, broadband at home for everyone, Foxtel for everyone to keep them happy. Christmas wish list - another LCD, PS3, home theatre, fully wireless sound system for each room.
Pick the times that you want to be at home and work around that. I prefer mornings with the kids. Over the years I have worked out I can be more routine and reliable to be there for the kids in the morning - I can not always be sure I will be home at a similar time each night especially with travel and work commitments on projects.
Get the kids involved. Bring them into the office, show them how the blackberry works, ask them to help around the house to lighten the load on the cleaning that never ends.
Get a cleaner - everyone agrees on this one but I have not got my husband over the line after 10 years - he takes it as a personal insult that I am questioning his ability to keep the house clean.
Don't be afraid to question whether the “working mother” balance is working for you. My husband and I have regular “check ins” with each other to test what is working and not working. Don't let it go too long if the balance is getting out of whack. Be prepared to change on a regular basis. Mainly because the kids are always changing and so is your job.

Here is my adage for the week:

If we don't change direction soon we'll end up where we are going!

Got something to say? Post a comment. Add your voice to Adage.

Georgia Lee, Adage guest blogger

hen's teeth

2006-11-13T13:54:00.000+11:00

OK - so the title is a bit obscure. In case you haven't caught on, there's a saying - "as old as hen's teeth". You'll get our drift if you read this letter to the editor of the Financial Review - penned by Anne-Maree Moody of the Boardroom Consulting Group and published last year. Here's just a snippet:

Workers aged 45-plus can spell, abhor split infinitives, have excellent telephone skills, are punctual, reliable and polite - valuable attributes too often diminished by recruiters.

My staff and team of consultants - many 15-20 years older than their employer - are characterised by their energy, commitment to excellence, sense of humour and their enviable capacity not to take life too seriously. Nor are they perturbed by working with a woman, or for that matter, a woman young enough to be their daughter.

Here, here Anne-Maree. How do I find a worker aged 45-plus?

Guest blogger - Toby Marshall speaks out on talent scarcity

2006-11-10T10:40:00.000+11:00

There is no talent scarcity! We have all been fed a lie. There are 6 groups in our societies who continuously scream “talent is scarce”. All 6 make money or keep their jobs by this screaming. Yes, it is our old friend, vested interest:

Recruitment agencies – how would they make money otherwise? They have literally written hundreds of articles and run hundreds of seminars all over the world. Many have only written and published one article – when they do, the old War for Talent is it.
Employer Branding book writers – again, it’s their favourite topic, and many will build consulting off the back of it.
HR consultants selling major Employer Branding ‘solutions’. What do most of the solutions have in common? A huge price tag.
Employer Associations – they promote immigration as they know their employers, companies, are looking for a quick fix. Hopefully this report will help educate them to the alternatives.
Governments in countries where unemployment is supposedly low. Their vested interest is to make it seem low as it obviously helps them get re-elected (or not killed as in some countries!). See below for why the headline unemployment figure is misleading in a world of ‘Free Agents’
Job Boards and other places that advertise jobs. Big money for them in raising our fear levels. (present company excluded Toby. Ed.)

As a result of this barrage of articles, seminars and consulting programmes, most employers believe there is a HUGE scarcity. Which leads them to do irrational, very expensive things to try and solve the wrong problem. Such as paying HR consultants lots of money to tell them solutions, which are often in incomprehensible HR speak. Now, who argues that there is no talent scarcity? Who says the scarcity is a myth? Only truly independent recruitment and retention journalists who are not reliant on the advertising dollars of recruitment agencies. Only one springs to mind: John Sumser, the irascible, independent and very insightful editor of www.interbiznet.com And of course myself. So, why is talent scarcity a myth?

10 to 15% of the population in developed countries is underemployed. The definition of what makes you employed varies by country, but it is always low. In Australia, working a single hour (yes, one hour!) means you are employed even if you’re desperately seeking to work more
Many part-time workers and casuals want full-time positions, many would like to work more hours
Many older people want more work – or any work at all. As a 54 year old, I am stunned by how older workers are discriminated against and the clichés used to judge our value in the workplace. As an energetic person with a global business and great technology skills, please don’t put me in a ‘box’. But you’ll have to put me in a box to get me and a lot of my colleagues and friends to retire – a coffin!
In some countries such as Australia, many of our best people are ‘Job Refugees’. What demographics are they from? Women, young people, those with a different sexual orientation and immigrants of a different skin tone. They have been discriminated against (wittingly or not), and would work in their own country if good opportunities were available.

For different reasons, some members of each group will hate being lumped with the others! However, their only real similarity is the employment discrimination that has forced them to particular cities where there is less discrimination – London and Hong Kong are great examples.

Toby Marshall is the Principal of Your Recruitment Coach – creator of the first Recruitment Kit for employers. Toby will be a regular and dare we say it, provocative - contributor to the Adage blog. Post your response to Toby's view.

it's an oldie but a goodie

2006-11-06T16:17:00.000+11:00

As is the wont of bloggers, we sometimes trawl the web for like minded, intelligent people who add great content or debate to the world of Adage. Published in May 2006 - Catherine Davenport of IQPC has written a great article covering the ageing workforce.

And we quote:

" What is needed here is a culture change. We need to start placing value on these people and shifting our focus to find out what makes this group tick – what are their career aspirations, what training do they need, when are they thinking of retiring and what would persuade them to stay longer in your business?

The ageing workforce issue is often seen as something we will be facing way off in the future, but the reality is it’s happening right now.

In the race to recruit and nurture fresh new talent are we in danger of neglecting a valuable sector of the workforce that we will be relying on in the years to come?"

Here, here Catherine. As experts who've been researching this topic intensely over the last four years, we're heartened to see some reality biting. There are real live employers taking this seriously.

Introducing Fine Whyne

2006-10-30T17:35:00.000+11:00

The musings of a baby boomer in search of meaning (and a job)

What's its like being a baby boomer looking for a job? Pick up a career tip or two as we follow the ups and downs of intrepid job hunter Samuel Whyne as he searches for that perfect role.

Keeping it relevant

“Like, with a gun?” asked the 20 something year old, her silver jangling earrings hitting her smooth cheeks as her head snapped back to meet my gaze. “I’m sorry Mr Whyne, it’s just, I’ve never actually met anyone who has been shot at before,” she said with a mixture of shock and embarrassment.

OK, so maybe I HAD gone a little off the track. Though it wasn’t a long story - just 23 minutes or so – the abridged version, after all, this was a job interview. And why is it so hard to see the link between being hunted by the Viet Cong through a Long Tan rubber plantation and the challenges of fielding insurance questions in an inbound call centre?

“This generation…” I muttered as I wrestled my faux leather folio from the revolving door and stepped out onto a rainy George Street. “No respect for their elders”.

Want to get it right?

Review the job description thoroughly prior to the interview and prepare practice answers for questions that might be asked.
Think of practical, relevant examples of what you have achieved in previous roles e.g. in a few sentences sum up the problem you were faced with, the plan you came up with, the execution of the plan and the measurable outcome.
Keep it snappy – if you can answer a question in two minutes, instead of 20, do so!
Be able to state clearly why you want the role and what value you can offer the company.
Do your own interviewing – be sure to discover as much as you can during the interview, remember it’s a two way conversation!

Adage guest bloggers

2006-10-30T15:17:00.000+11:00

Adage blog introduces to you some experts in career transition, job search and ageing workforce.

Toby Marshall is the Principal of Your Recruitment Coach – creator of the first Recruitment Kit for employers. Toby will be a regular and dare we say it, provocative - contributor to the Adage blog. Post your response to Toby's view.

Posts by Toby:
Toby Marshall speaks out on talent scarcity

Georgia Lee is a Director at Telstra, a friend of Adage and a recent convert to the world of blogging. She blogs regularly for the 'now we are talking' blog at Telstra. We've asked her to contribute as one of our guest bloggers on the perennial question of work / life balance.

Posts by Georgia:
Will work life balance change with the next generation
Introducing Georgia on balancing work and life
Happy New Year: Resolve to have more fun
It's the one day of the year when...

Do you want to add your voice to this blog? Contact us now!

Job Search: Fine Whyne

2006-10-25T10:01:00.000+10:00

The musings of a baby boomer in search of meaning (and a job)

What's its like being a baby boomer looking for a job? Pick up a career tip or two as we follow the ups and downs of intrepid job hunter Samuel Whyne as he searches for that perfect role.

Samuels columns:

Keeping it relevant (Week 6):

“Like, with a gun?” asked the 20 something year old, her silver jangling earrings hitting
her smooth cheeks as her head snapped back to meet my gaze. “I’m sorry Mr
Whyne, it’s just, I’ve never actually met anyone who has been shot at before,” she
said with a mixture of shock and embarrassment. more

Summing up 25 years (Week 8)

Three elephants, an incontinent lion and a hirsute woman with a serious hormonal imbalance. Or was it two elephants, an incontinent woman and a hirsute lion with a hormone imbalance? I’d better get it right. This internet – they can check anything these days. So… more

Every second week, a new Fine Whyne column will be posted on the Adage blog.

why blog?

2006-10-18T17:08:00.000+10:00

Contrary to popular myth-conception, boomers are one of the top demographics to take up broadband and live some of their lives on-line. That's part of the reason that Adage is an on-line job board.

But why blog? Our good friend Lee Hopkins - one of Australia's leading thought leaders on blogging says it's simple. Blogging is about 'thought leadership' - it's a way to stand out from the crowd and voice your opinion to a new audience.

It's a bit new. Maybe a bit scarey. But we're interested in what you have to say about being a mature age professional in Australia.

In recent research we conducted, we found a bunch of somewhat alarming false perceptions held by employers including:
- 69% believed that mature workers cost an organisation more
- 36% believed that mature workers are not open to new training opportunities
- 27% believed that older workers are less productive than younger ones
- 63% believed that older workers are a poor cultural fit in an organisation
- 84% believed that older workers had significant technological limitations

We're here to say otherwise and dispel these myths. Let us know what you think.

a little bit of Adage history

2006-09-28T16:52:00.000+10:00

We want this blog to be a giant conversation about what matters when employing maturity. We have so much to say - but we also want to listen. Here's a bit of our history and why we do what we do.

Originally launched in 2005 by leading ageing workforce consultancy SageCo Pty Ltd, Adage.com.au has grown to become the premier online community for mature professional job seekers and organisations seeking to employ wisdom and maturity.
Adage’s latest development has seen Adage.com.au evolve into an innovative new job board for mature professional job seekers aged 40+ making it even easier for organisations and job seekers to connect.

Adage.com.au’s new job board is a direct response to last year’s Adage survey results which demonstrated that companies are ready to take up the challenge of effective age management. In it 91% of companies recognised that creating age balance would be integral to future success and 67% were already developing strategies to attract mature workers. Other results from the 2005 survey which inspired the new Adage.com.au job board initiative included:

51% of mature job seekers (45yrs+) were seeking full time, permanent employment
49% were seeking flexible options including contracting, consulting or project work
95% strongly agreed there was a need for specialist mature recruitment initiatives
86% of respondents were more likely to purchase products and services from organisations that employed mature workers.

Does this resonate with you? Let us know by posting.

Some good posts about Adage:

Adage making the news (28/09/2006)

We wanted to share with you an article published in The Senior last week...
See more

Why Adage targets mature age professionals? (21/09/2006)

You know what Adage does but you may not know why we are doing it...
See more

What does the press say about Adage? (21/09/2006)

Here are a couple of links to press releases mentioning Adage...
See more

Adage making the news

2006-09-28T16:05:00.000+10:00

We wanted to share with you an article published in The Senior last week.
We're excited because so many more potential candidates will know about Adage - The Senior has a circulation of several hundred thousand and a readership of close to 1m people across

Australia

. This release was combined with a mention in Shortlist – the recruitment industry newsletter.

If you want to consult more press releases about Adage, please visit our media page.

Why Adage targets mature professionals

2006-09-21T17:26:00.000+10:00

You know what Adage does but you may not know why we are doing it!

Adage™ offers organisations and recruiters an opportunity to target mature age professionals. By choosing Adage™ as their job board, these organisations and recruiters are able to advertise directly to a qualified pool of mature age professionals. Adage™ aims to redress past and present discrimination experienced by mature age job seekers in the employment market – as made evident in the research included in this document. Younger demographic groups are well catered for in the recruitment market and do not experience the same set of issues as mature workers. Mature workers are more likely to experience the compounding effect of being out of the workforce resulting in being seen as less employable.

Adage supports recruitment being an inclusive process where all candidates are recruited on merit. When organisations and recruiters use Adage™ to advertise roles, it indicates that they are actively seeking mature professionals to balance their workforce. Adage™ cannot guarantee that a mature professional will be the successful applicant, however we exist to provide the best opportunity for every mature professional who registers with us.
Adage™ actively works with organisations – corporate, public service and not-for-profit to:

increase their workforce diversity by creating positions for mature age workers

attract mature age candidates

assist ‘retiring’ employees to redirect their work participation eg consulting, contracting, volunteering

promote a positive approach to employing mature professionals

Research on discrimination towards mature age job seekers

The following six summaries of research provide evidence of past and present discrimination experienced by mature job seekers.

1) In the Australian Journal on Ageing, Vol 15, no 4 – Attitudes of Employees and Employers Towards Older Workers in a Climate of Anti-discrimination, evidence supports the common perception that problems are experienced by older workers in gaining re-employment.
The study showed the age group preferred by employers in recruiting particular categories of workers. When recruiting managers, only one manager in every eight recruited was over 46 years of age. This same ratio exists for professionals.

2) It is still the case that 1 in 3 Australian's aged 45-64 is not employed. The low aggregate unemployment rate for mature Australian's also masks the fact that older workers without jobs face significant difficulties gaining and re-gaining employment. A wide range of factors have been identified as contributing to the barriers to employment for older workers, including employer attitudes."
"From the perspective of older job seekers, there is evidence to suggest that age is seen as a major impediment to gaining employment. The persistence of age discrimination despite the existence of antidiscrimination legislation in all States and Territories is also backed up by analysis from the Human Rights and Equal Opportunity Commission."
- Age Can Work, Emeritus Professor Sol Encel & Business Council of Australia, April 2003

3) "Unemployment is not masked by large numbers of people leaving the labour force under the guise of early retirement, disability or other factor, because of the perception of poor labour market prospects or the likelihood of discrimination (a common saying amongst mature age people is "no one will employ me at my age")"
"Age discrimination issues have been well-documented in the Human Rights and Equal Opportunity Commission report Age Matters (1999). The main dimensions of age discrimination involve the targetting of mature age people in downsizing and retrenchment and the systematic discrimination against older people seeking jobs"
- COTA Response to Employment for Mature Age Workers, 2000

4) "The Business Council of Australia (BCA), in its employment guide for business on supporting mature-age employees, laid the blame at recruitment consultants’ feet for ‘ageism’. The BCA argues that while its members might have confidence in their hiring policies’ age equality, the same could not be said for the recruitment agencies they used. Predictably recruiters hotly rejected the assertion claiming that they simply do what they’re told and follow briefs from their client companies".
- Fishy memories on ageing workforce crisis, David Hovenden, Human Resources Magazine

5) "There is clear evidence that age discrimination persists in recruitment notwithstanding the existence of anti-discrimination legislation in all States and Territories. Among older unemployed workers, this is a common message in the context of their inability to regain employment. Often discrimination is implicit and subtle. It can result from the language and placement of advertisements, the screening phase and in the context of interviews"
- 50+ Age Can Work, Business Council of Australia, August 2003

What does the press say about Adage?

2006-09-21T17:17:00.000+10:00

Here are a couple of links to press releases mentionning Adage:

Shortlist - New Job Board 31.07.06.pdf

Mature age, mature attitudes - HR Magazine 21.3.06.pdf

Flexibility key to older workers - HR Magazine 6.3.06.pdf

Boom or Bust - CEO Online 25.1.06.pdf

Discrimination a mature woe - HR Magazine 25.1.06.pdf

Are we having fun yet - CCH 14.10.05.pdf

Flexibility key to older workers - HR Magazine 6.3.06.pdf

Grey now hot worker - News Ltd 4.10.05.pdf

Not old just older - Human Capital 3.10.05.pdf

Age discrimination dilemma - CCH 8.09.05.pdf

Hard sell for mature aged - Weekend Australian 2.04.05.pdf

If you read of hear everything about Adage in the medias, please contact us and we'll post it online.

New!!! Adage Blog

2006-09-21T17:00:00.000+10:00

That's it!

Adage's blog is now online! This space will be used to enhance interactions with jobseekers, employers, experts and anybody interested in knowing more about the ageing workforce and the baby boomers in general.

We will post a wealth of information on the subject, but in the meantime, here are couple of interesting facts about ageing workforce.(Source: adage research)

Did you know...?

4.1m Australians are heading into retirement this decade with the first of the ‘baby boomers’ turning 60 in 2006

49% of mature workers surveyed by Adage in 2005 were seeking part time, contract or flexible work opportunities

In 2006 the Australian workforce will increase by 180,000 but economic research projects it will increase by only 175,000 for the whole decade of the 2020's

BWA research indicates a net human resource management cost benefit of $2791 per annum to attract and retain workers aged 45+

25% of the federal public service will retire in the next five years and several key departments face critical staff shortages

Research indicates that over 75% of males and 95% of females intend to retire from full time work before reaching the age of 65