The labor market is obsessed with youth and candidates over 50 go unnoticed by most companies looking for new talent. It is a generation that has developed its professional life in a very different environment from the current one. Since a few years ago, it is usual to change jobs every few years and to tolerate uncertainty has become a competitive advantage.
Some of those who are now over 50 began to work when the most common was to have a fixed contract: the company expected the employee to be efficient and responsible in exchange for hosting it for many years. And now they need to reformulate their objectives, test their skills and adapt to a new way of looking for a job where social networks and networking gain more and more weight.
To begin with, it is necessary to discard the idea of a traditional job search: two decades after starting his career and after a time of interruption, the rules have changed. So the experts say that it is essential to leave home, make public the job search and tell your acquaintances your interest in returning to work.
Networking is a key process. 80% of the candidates find the second job through someone they met in their first position. Steve Cadigan, one of the most valued talent specialists in Silicon Valley, is vice president of this area on LinkedIn between 2009 and 2012. So pulling contacts seems like a good first choice and one of the advantages of having years of experience. experience.
Another very specific advice: it is important to be informed about the changes in the sector and to assess which companies will put the least pressure when hiring a candidate over 50 years old. It is not an easy task: in Spain only 4% of companies have new employment policies for this sector of the population, according to the Hays Labor Market Guide 2018. This percentage draws a discouraging scenario. In Spain there are 909,500 unemployed over 50 years, according to the EPA, 174% more than in 2008. "Spain now has a structural problem. The crisis ended with the dismissal of thousands of people over 50, many of whom have not yet returned to the labor market, "explains Noelia de Lucas, commercial director of Hays.
When employment lengthens
Being inactive for a long time is devastating, not only for job skills, but for emotional and mental well-being: it generates insecurity and lowers self-esteem. Therefore, when this situation is prolonged and everything else does not work, it is necessary to resort to more specific employment programs. Some experts and companies are dedicated exclusively to helping people who have a temporary gap in their resume to rejoin a position similar to the one they left. In general, companies see them as a risk, because they fear that they are obsolete in technology or that they do not know what they want to do with their lives. And candidates may doubt their ability to relaunch their careers.
This disconnection between companies and workers is a problem that Carol Fishman tries to solve through her company, iRelaunchers. Throughout his experience, Fishman has helped nuclear physicists, nurses, judges or a social worker who has been without work for 25 years. To achieve this, companies have to dare to innovate by incorporating specific programs and trust in the worth of these workers, whom Fishman considers "jewels". "They are in a more stable stage of life, have work experience, a more mature perspective and energy and enthusiasm to return to work because they have been away for a long time," says Fishman.
The British consultant Women Returners follows this same line, but focuses on helping women get back to work. Its founder, Julianne Miles, created this company to claim that "support for women who return is key to ending the gender gap." Since they are still in a greater proportion those who leave their jobs when they have children or when you need to take care of a family member. Miles gives some tips to make the return easier: it is essential to work on self-esteem and self-confidence, to train networking and to recover contact with previous colleagues through networks such as LinkedIn.
It is essential to leave home, make public the job search and tell your acquaintances your interest in returning to work.
The method that works in the USA
One of the ways to get workers have another opportunity and that companies do not seem risky are internships. Yes, be a grantee with more than 50, but with guarantees. In the US, seven of the largest engineering companies, including Intel and IBM, have these reintegration programs. They are also being tested by five large finance companies such as JP Morgan or Goldman Sachs, where of the 123 participants to date, around half have achieved a full-time fixed position in the bank.
To access these jobs, having a gap in your curriculum is not a handicap, but quite the opposite: it is an indispensable requirement. In the United States and the United Kingdom this new modality is already gaining ground. It is necessary that in Spain there are more companies that dare to incorporate it and overcome the added challenge that these scholarships are not used as a way to get cheap labor, but to recover and take advantage of talents. Carol Fishman encourages workers to open the ban and suggest an internship or similar agreement to a company even if they do not have an official reinsertion program.