Teaching is a noble yet demanding profession. It often requires long hours and immense effort. Some people love to teach, but others may feel burned out and decide that teaching is not for them. Many people enter this profession because of their passion for helping others learn. However, there are many alternative career paths that […]
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Are you concerned about age discrimination? While most job seekers fear discrimination by hiring managers, the truth is that youâre more likely to be discriminated against by a computer.
Most 50-something or older job seekers donât realize that the technology they leverage to apply for jobs may be screening them out of consideration. Sadly, this is one of the most common reasons that job seekers donât get the interviews they want and deserve.
Hereâs the key thing you need to know. The databases, or applicant tracking systems (ATS), that employers, recruiters, and job boards use to parse, store, and analyze incoming resumes are capable of estimating how much experience you possess. When recruiters or hiring executives search these databases for candidates with a certain amount of experienceâletâs say 12-15 yearsâthe ATS will screen out candidates who possess anything other than 12, 13, 14, or 15 years. As a result, your resume or LinkedIn profile will not be listed in the resulting candidate search. This eliminates your candidacy before a human even sees your resume or LinkedIn profile.
Please note that while job boards, companies, and recruiters are not intending to discriminate, the technology they are using to organize the flood of resumes they receive is doing so inadvertently. This means that every time your resume is entered into a job board system, company website, or recruiter website, the experience filtering described above may occur. It also means that your LinkedIn profile could be subjected to this same filtering process any time a company or recruiter searches for candidates like you with a specific amount of experience in mind.
If youâre currently in or plan to launch a part-time or full-time search for a new role, take time to age-proof your resume and LinkedIn profile. Three simple changes will boost your candidacy, help you attract more opportunities, and win you more job interviews:
While we strongly recommend a professional headshot for your LinkedIn profile picture (you can get one in most markets for $100-$200), an amateur photographer might work if you know one who takes good portrait shots. The key is an attractive pose that makes the most of your facial characteristics and personality while minimizing any age-related deficits.
If you have silver hair, for example, consider using a dark background or black & white photo to reduce the risk of a washed-out appearance. Select a pose that conveys energy and vitality and hints at the wisdom youth simply canât replicate. Use a full-face smile to project energy with the photo and make sure you dress in interview-ready attire. You want to seem professional yet approachable.
Itâs standard these days for most folks over 30 to omit education dates from resumes and their LinkedIn profile. This is easy enough to do on your resume where you can also omit dates of training, certifications, licensure, or affiliations.
In short, omit any date prior to 2000, since most recruiters only want to see the last 10-15 years of your experience on your resume or LinkedIn profile. To achieve this on LinkedIn, go to your profile and then edit your “Education” section. Select the âââoption in the drop-down box for your start and finish dates. Eliminate dates from other sections as well.
This is a little more complex but well worth doing. On your resume, list your post-2000 work experience in your “Work History” section and separate your pre-2000 experience into an “Additional Experience” section. For your pre-2000 jobs, omit your dates of employment and list the amounts instead. For example, if you worked at GE from 1992-2000, report that as â8 years.â
LinkedIn doesnât allow members to omit dates from employment so your only choice is to eliminate pre-2000 jobs altogether. Try embedding a short version of older jobs in your first post-2000 listing or briefly noting relevant older roles in your LinkedIn summary. Either tactic will help you win more LinkedIn profile views.
While we donât recommend using online job boards as a key component in an effective job search at almost any age (there are other more powerful and faster ways to create and pursue career opportunities for yourself), the truth is that these systems inadvertently âdiscriminateâ against candidates with more than 15 years of work experience. Unfortunately, this same potential exists on LinkedIn and company/recruiter websites anytime a hiring manager or recruiter conducts a candidate search based on the amount of experience job seekers possess.
The good news is that a few simple tricks can protect your resume and LinkedIn profile from age discrimination and give you greater access to the career opportunities you want and deserve.
Need more help age-proofing your resume and LinkedIn profile?
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“Why did you leave your last job?” is one of the most straightforward interview questions you’ll receive. However, that doesn’t mean you should answer it without being prepared! This guide will teach you how to answer this question as well as provide some of the best example answers to help you brainstorm. Table of contents […]
The post Why Did You Leave Your Last Job? (Best Answers To Use) appeared first on Career Sherpa.
Have you ever heard of a “lone wolf” culture or a “me” culture? It’s common in corporate America, but if you’re looking for a job, you should probably avoid companies with this type of workplace culture. Here’s why…
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For many years, companies have been hiring what they call the “best” worker. They look for the best performer. And in the beginning, when a company hires employees like that, they see a lot of results because everybody’s working their very hardest. But when you hire people to be the best, it gets competitive. Over time, you start to see the backstabbing and the politics. People protect themselves and throw each other under the bus. So the “lone wolf” or “me” cultures tap out. And, unfortunately, we have a lot of companies here in America that still have that “lone wolf” culture, and it’s creating a lot of problems.
The solution is to evolve into a “we” culture where the best idea, the best process winsâwhere we don’t look at individuals to be the best, we look at the team to create the best work. And that requires a culture shift.
If you want to know how to get hired at the “we” culture companies, the best places to work, check out my FREE community where professionals are learning how to become empowered in their careers so they can finally find career happiness and satisfaction, and overcome job burnout once and for all.
Sign up for my FREE community and become a Workplace Renegade today! My team and I are looking forward to working with you soon.
As a result of the progress in technology, it has become easier for people to enhance their skill set through online education. Whether you want to pursue an online degree or want to complete an online course, you can do it from any part of the world. It provides you with a great level of […]
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If you want to establish a career as a business management professional, you need to have a clear idea of what you want to be. There is a wide range of business management positions available, so you need to make a decision as per your skills and qualifications. From marketing to sales manager, finance manager […]
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During the last decade, coding bootcamps popped up to fill a talent gap. Unfortunately, when it came to the tech industry, there were more openings than there were graduates with four-year degrees to fill them. Coding bootcamps offer an excellent alternative to more traditional 4-year degree programs for the money and time saved. Because of […]
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Catch up on news you can use for job search and your career! This collection of articles includes how-tos and information you need to help with your job search. This summary is a look at the past two weeks of excellent and informative information to help you with your job search and understand today’s workplace […]
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You’re looking for a career boost. You’re possibly past your first-year mark at work. You’ve learned the ropes of your position, but you feel like you’re slowing down. What are some ways you can get ahead at work?
There are many positive things you can do that can help you get ahead at work. In fact, the value of these tasks is they make you more motivatedâtherefore, giving you the career boost you need.
I know. How can you ever feel enthusiastic about work, especially when you already feel sluggish with the same work after a few years? It is precisely this reason I ask you to be enthusiastic. To be enthusiastic at work is about a mental state. You need to make the decision to be enthusiastic. Start by saying, “I will be an eager participant in this project or task.”
Attack your task with energy. Do not drag your feet. The more you tell yourself, “This is so boring,” or whatever the excuse may be, the worse you will feel. Get interested in the work, and the energy will come naturally. Then, decide to be eagerly involved. You cannot get ahead at work without energy.
Strive to be the most efficient worker on your team. According to Webster’s Universal College Dictionary, to be efficient means “performing or functioning effectively with the least waste of time and effort.” When you are effective, you’re producing the intended result. When you are efficient, you do it with the least waste of time and effort. That means you are capable and competent.
If you constantly strive to be the most efficient worker, then you will eventually get ahead in your career. You will get a career boost because you are the most capable and competent on the team.
Of the five things you can do to get ahead in the workplace, this one probably calls for you to give yourself some pressure. A little pressure is good since it makes you push yourself harder. Strive for excellence in everything you do. Do not be content with good. Go for great.
Exceed expectations by knowing good is sometimes not good enough. Give everything your utmost best. You will naturally see how this becomes your career booster. When you strive for excellence in everything you do, you naturally surpass others in your work.
Have you ever thought that showing up to work early can get you ahead at work? It can, especially when your workplace practices flextime. Many people take flextime for granted. They stroll in and out at their own pace, not knowing they have probably wasted productive time.
Start early at work. Some of my most productive days are those I start early before the phone rings and before my staff walks in with questions. Clear your emails from last night and craft that important email when there are no disturbances.
Make every effort to be the easiest person to work with in the office. Now, I am not saying compromise your need for excellence. For example, this means don’t complain and grumble each time there is a team meeting. No one likes to work with someone who nags all the time.
When you are easy to work with, you make working enjoyable for your co-workers too. An upbeat workplace is welcomed everywhere, and you give yourself a competitive edge. That competitive edge is your career booster.
Want to know how your interact with your co-workers, and how it impacts your work? This FREE quiz will tell you your workplace strengths and how to use them to your advantage.
There is no need for complicated plans to get a career boost. Doing these simple things can help you get you ahead at work.
Need more help getting ahead in your career?
We’d love it if you joined our FREE community. Itâs a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
It’s time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
To get good at it, our answer is yes…
Updated this article to include design principles and other elements, as CDOs and CDAOs continue to prove the value of data analytics to COOs and CEOs. The path to the C-suite is in proving the ROI of data analytics, setting up the tests, and providing the evidence.
As an analytics practitioner and leader, I have always stressed the need to create a predictable, repeatable, stable process for analytical data innovation. A data innovation process would help the firm monetize its critical data assets. A monetization capability has applications for several marketing and business domains such as campaign management, customer experience, product development, customer and prospect segmentation, and more (risk, etc.). A good data monetization process has at its core the ability to generate pilots every quarter to facilitate more significant tests and learning. Analytical data innovation has a direct impact on customer satisfaction and retention.
This article was written a few years back initially; however, at that time, the only thing we seemed to hear about was quick wins and not about setting up monetization and test and learn as a process. I posit that the continued focus on quick wins only and not creating a process for learning may be hindering analytical adoption and moving data analytics maturity to the next level. There are good quick wins and bad quick wins depending on whether they are measurable and scalable. It might now be time to suggest a more defined team and process be stood up within the CDAO and design worlds to hit the accelerator on monetizations. In some firms, particularly in Fintech, design practices joined at the hip with CDAOs are beginning to create such a process. My updates to the process are below.
The challenges in developing the analytical data innovation process include:
For each pilot, a monetization process needs to be followed, starting with defining the business case and vetting it with business partners and executives. Is the business willing to make changes and deploy the learnings? After gaining concurrence from the business partners, assemble the right team to keep the monetization effort on track, including executive sponsors, consultants/analytics experts, academics, design practice experts, prototyping firms, line of business sponsors, and IT.
To create the proper pilot development process, you can borrow from both Agile and SDLC, which ensures the formulation of the appropriate business and data requirements. Take the best elements from different project management methods to create the criteria. For example, a development process method can ensure success measures are established for the project.
The following steps are to perform feasibility analysis, create a prototype, and validate the pilot. For most analytical pilots, this involved creating test segmentations or models which can then be deployed in the market so one can read and validate the results. Some of the steps I have gone through in validating pilots included ensuring that we had actual data and systems to deploy the analytic solution. For example, some models require unique data sources to be able to score and implement them at their point of use.
The final step is to determine how far along the monetization cycle you will take an analytical pilot. For example, many times in segmentation, you may find a profitable segment but the segment cannot quickly grow or scale. On the other hand, a pilot that goes into implementation will require execution support and the establishment of success metrics. One new comment on this is that the pilot should have a definition of done and clear success metrics that the CEO and COO are aware of and endorses so that when the pilot is a success, it can be rolled out and celebrated.
My philosophy is to maintain a pipeline of analytical pilots, knowing that only 10%-20% will be fully monetized. This is the central premise behind the test that learns and fails fast and cheaply. Design practices can now help expand the number of pilots that are monetized. See Randy Bean’s book Fail Fast Learn Faster for perspectives on this.
Ideally, there is enough diversity of pilots in the queue to generate new analytical products quarterly. This process is iterative as the pilots should be viewed as living solutions, and permanent departments, squads, and tribes should be set up to perpetuate this model.
Given that many CDAOs are still struggling with tenure and investment and proving the ROI, I want your thoughts on how this process can help and what you think is the state of the state is on test and learn and monetization. Are quick wins still quick, or does this process need to usurp quick wins?
If you’ve become a victim of retaliation in the workplace, you’re not alone. In fact, around 45% of all complaints filed with the Equal Employment Opportunity Commission (EEOC) involve workplace retaliation. Workplace retaliation is an insidious form of discrimination, and it is unlawful. Suppose your employer punishes you for taking action against them by intimidating […]
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Following the 2020-2021 global pandemic, the benefits of online educational programs can not be understated. While thousands of colleges and universities were forced to adapt their doctoral programs to accommodate online options in the past few years, more students than ever before are choosing to complete their graduate studies online. Many online programs were available […]
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