Song and book writer from MS now living in Nashville, TN. Marketing and graphic design background. Regular blogger on topics surrounding the subject of job searching.
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At wits end from having coronavirus delay or cancel the trips of my carefully planned travel heavy 2020, I was determined not to be thwarted again. So late last month (Oct. 2020), I took off for Mexico! A “pro” travel article in the New York Times a few weeks before my trip assuaged my light doubt and guilt. (I ignore the adjacent “con” article). So if you’re wondering how leisure travel is at this time or tempted by cheap hotel and airfare pricing, read on!
Planes
Some flights had middle seats kept open (I just read this will most likely stop January 2021 for the few airlines still doing it); some were packed (fewer available flights due to fewer travelers). Most flights loaded the planes back to front and handed us a sanitizing wipe as we entered; brilliant! Although (at least Delta) there is about a 20-minute sanitizing process between flights that (per the flight attendant that sat next to me on one flight) does even include seat belts, tray tables, screens, etc., I would rather be safe than sorry and wipe down everything I’ll touch.
Boarding times seemed to start 45 minutes out rather than the typical 30. Masks are mandatory for passengers and crew. I was amused to see a couple of passengers during my 6 flights sporting hardware store rubber goggles in addition to their masks! About half my flights deterred crowding during disembarking by announcing who could stand and exit by rows front to back.
Airports
I’ve read a few things that stress that there’s no need for concern about the planes since the HEPA filters and mask mandates make for a very low chance of virus transmission. The guy monitoring the post-TSA pre-terminals walk-by infrared people scanner at one airport smiled under his mask as I said, “Cool!” At some airports, there were declaration of health forms—either paper or online via my phone’s browser—that I was required to complete before going into TSA. Every other seat or so in the flight gates waiting areas was stickered off to encourage social distancing, but be prepared…TSA stations and other spots like fast food waiting lines will tend to bunch up and not space out 6 feet.
In Atlanta, most restaurants in my terminal were closed! So bring some snacks just in case, or be prepared to have a sandwich & chips from an airport Hudson store like I did. I only had my temp taken once between destinations and that was when I walked off the plane at my first international connection.
Hotels
It’s a good idea to bring your own alcohol-based or antibacterial wipes to clean all common surfaces in your hotel. Some upscale hotels may provide a mask if you forgot or lost yours, but best to bring your favorite with you.
Cities
Coronavirus prevention entry point at a bar (Guadalajara)
Due to spikes in case numbers, unexpected government decrees caused both of the cities I visited (Guadalajara & Mexico City) went into weekend lockdowns. While one didn’t affect me, the other closed pretty much everything but gas stations, drug stores, (hospitals etc.), and very small grocery stores—Ubers were even forbidden. My city tour (Tripadvisor) was canceled a couple of days before its date and is set to be refunded. Watch for all your refunds (and anything special you need to do on your end that may initiate the refund); even though the email I got said my refund was issued, when it never arrived I found out that there was a system issue, and had I not called, I probably never would have gotten the refund.
Man on the subway with the best face shield I saw on the whole trip
During the day, national guard type officers armed with semi-automatic rifles were present on some of the popular streets of Guadalajara to encourage people to stay home and sometimes made announcements to that effect over patrolling vehicle loudspeakers. But despite walking past them, my friend and I were never sent home. Most people wore masks, especially indoors. Upon entry, some bars and restaurants either issue a squirt of hand sanitizer and/or took my temp. A hot springs water park I visited had the most elaborate screening system: taking my temp, giving me hand sanitizer, and sending me through a full body walk-through box that sprayed me all over with disinfectant of some sort.
Before You Book
Coronavirus prevention process at hot springs water park
Before you buy airfare or pay for any tours, definitely do some online searching to see if the borders to your international destination are open for tourism and if they require any covid test (before entry) or quarantine period (upon arrival.) More at-risk travelers should buy window seats to reduce exposure to other passengers. Be aware if you’re flying pretty much any other airline than Southwest that you will most likely incur a change fee (think $150) if you reschedule your trip. Finally, I think it’s a good idea to hit up a public coronavirus station for a test when you return, just in case.
So if travel is in your blood and your wanderlust is reaching a frenzied peak, know there is hope for doing a trip. Just be a little flexible, plan for periods of staycation while at your destination, and be prepared for changes along the way. After all, it’s still better than sitting at home!
It happens to the best of us…you’ve applied for a great job or finally gotten the interview for it and hear, “We feel you’re overqualified for this position.” Talk about feeling like a deflating balloon! But don’t lose hope or give up. In this post, I’ll show you how can you salvage an opportunity in this situation.
Reasons
First, let’s talk about some reasons why you might apply for something you’re knowingly overqualified for…
You truly love the job, and it currently fits where you want to be in your life or career—OR
You’re at a point where you need to take something—a stop gap job—in an interim fashion to pay the bills.
I’m going to focus on the first situation.
Why Hiring Managers are Concerned
So why would a hiring manager be concerned about a candidate being overqualified?
They’re wondering why you’d consider the position for which you’re applying—maybe there’s a negative there about why you are not at your last position, etc.
Hiring managers don’t like turnover. They’re worried you may continue job searching and that you’ll leave if you come across a better job somewhere else.
Last, maybe they’re concerned whether the position can meet your expectations and how long you’ll be happy doing it.
YourResume
If you’re ever going to have a shot at a job for which you feel you could be branded overqualified, you’ll need to tailor your resume so you get the interview. If applying for the job requires inclusion of a resume, tailor your resume and cover letter to support the fact that you’re the right candidate for the job—play up the strength of the match between you and this position in your accomplishments listed for each of your former jobs, the Summary section, and your Core Competencies.
Omit higher level skills that don’t pertain to the position for which you’re applying or interviewing. Some of you may need to switch from a chronological resume format to a functional (see bit.ly/ressamp and bit.ly/1p1tQUz for more info about resume formats) in order to emphasize your experience and accomplishments that match the job description. See the links on this slide for more information about resume formats.
Responses
If the thought that you’re overqualified comes up in an interview, does it mean you’ll be disqualified? Not always—if you prepare ahead of time and handle it correctly. Make sure you practice addressing the tough concerns I’ll cover in this section.
First, don’t be proactive and bring up the idea that you might be overqualified. And don’t come in with a bad attitude about “having” to apply for this job due to your current circumstances. Interviewers can pick up on negative vibes. Impress him or her with well thought out questions about the job duties, the company, and maybe the industry.
If the hiring manager alludes to the fact that the economy or industry is currently down and that there’s a low chance of a promotion for a while, say something like, “I’m looking forward to learning about the company and this role on a day to day basis. And when the economy picks back up, I’m sure there will be new opportunities.”
The hiring manager may ask how you will explain to your next employer why you took this position. This is a sensitive question since you need to portray yourself as realistic yet ambitious. Stress that you aim to make the most of any career opportunity and are confident that you’ll have some noteworthy achievements while working with the company.
If the interviewer is worried about your getting bored, talk about examples of how you found opportunities for professional growth in previous positions you held for more than 3 years. If you have a tenured work history, point out how long you held your previous jobs to highlight your loyalty.
A lower salary than that of your previous position can set off a red flag. If this concern comes up, say something like, “I’m sensing you’re concerned that money is my main motivator and that I’ll take a higher paying position elsewhere as soon as I find one. Is that it?” After the inevitable affirmative response, follow up with, “I do have some rich work experience, but if I can illustrate that salary is not my primary motivator, would that influence your consideration of me as a candidate?” Then state that _____ [the company at which you are interviewing] is of particular interest to you because of _____ [your reasons]. Then, round out the discussion with some examples of how things like teamwork, recognition, work environment, the type of work, and/or career advancement are also valuable to you, reassuring him or her that money isn’t all that’s important in the job you’re seeking. Or your response could be as simple as, “I feel that being satisfied in a job and having a good fit and a fair salary with room for growth (monetarily and positionally) are more important than whether a position initially seems to completely mirror my education and work history.”
You may have a hiring manager who is more subtle about your overqualification. Career and interviewing coach Alex Freund advises this strategy: When you get a sense that a hiring manager is pigeonholing you as overqualified, quickly try to discern the root of what she’s getting at—concern that the salary for the job is too low, that you’ll quit for another job in the near future, etc. If need be ask, “What do you need to hear from me that would make you feel more like I’m the best fit for this position? What else do you have concerns about that you’d like to discuss?” Then (reference the responses I covered earlier in this section and) address her concerns. Explain why the job is a good fit for you at this point in your career. And if it’s an issue of passion for the work this job involves, mention that as well.
There’s something to be said for the honest approach. Here’s an example from my work history: In my interview for a job at a security guard and custodial company, the GM straight out asked me, “So how do I know you won’t leave and go back to the music industry?” I was honest and explained my situation and career plans and answered his question sincerely, trying to build his confidence that I was not wanting this job as a short-term holdover. I got the job. Most interviewers can gauge your sincerity. Being able to talk honestly about a legitimate concern (and potential disadvantage) without getting your feathers ruffled can show your true interest in the position and also build rapport with the interviewer. He may even respect you more, and at the very least, you’ve cast a positive light on yourself as a viable candidate.
If there’s still doubt lingering on the interviewer’s part, you can point out that the company would be getting someone experienced and with the potential to move up—and if you have volunteer experience or community commitments that are relevant to the job, bring those up to help show you’re a good fit.
In Closing
Being ready for the possibility of being pigeonholed as overqualified can help you handle this element of your job search confidently, which increases your chances of staying in the running. If you have any inkling that this concern will come up—based on your previous duties, title, salary, etc.—prepare, then feel out the situation, and use your judgment. Please share this post if it’s been helpful to you.
Watch my video on this topic:
Sources: • Here Today, Hired Tomorrow by Kurt Kirton • monster.com/career-advice/article/answer-interview-questions-when-overqualified • monster.com/career-advice/article/resume-dilemma-im-overqualified • monster.com/career-advice/article/overqualified-6-tips-to-shed-the-label-hot-jobs
Looking for a new job? Want to get what you want fast? Check out my book, Here Today, Hired Tomorrow(kurtkirton.com/hthtbook), and subscribe to my blog (kurtkirton.com) for free advice on your job search.
An older worker is considered anyone in their 40s and above. Although it’s not a guarantee, as we get older, there’s potential to find that age may be a hindrance to landing the job we want or moving up the corporate ladder in the job we have. A 2017 survey by the AARP found that almost two thirds of workers age 55-64 feel their age is a barrier to getting a job. Although it seems that more law suits are brought up in the work realm over gender or race discrimination, age bias is still an important topic any mature worker should be mindful of each time they’re in a job search. But before I dive into a checklist of helpful tips, let’s look at why and how discrimination happens and what the law says.
WHAT THE LAW SAYS
The Age Discrimination in Employment Act of 1967 (ADEA) states that, “…it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.” This applies to companies with 20+ employees and their job postings, pre-employment inquiries, apprenticeships, and benefits. The ADEA also makes it illegal to retaliate against someone who opposes or files a charge against discriminatory employment practices, testifies to such, and/or is involved in the investigation/litigation process in such a case.
WHY WOULD A HIRING MANAGER BE AGE-BIASED?
Well, with the ADEA in place we’re safe, right? Not necessarily, which I’ll go into shortly. So what would make an employer discriminate against an older worker?
They’re concerned an older worker may not be as up on their technical skills/training, current events, technology, and/or industry trends. In many places, there’s a perception that older workers may not have the tech savvy that younger ones possess.
Some could assume that an older worker will want a large salary and thus feel like they can hire in someone younger for a lower salary.
They might feel an older worker may not fit in with the current staff, particularly in small startup companies or those with a primarily young team.
Other assumptions still persist such as, “Older workers get exhausted by their work or neglect their health,” or that mature job seekers are looking to coast toward retirement.
Some hiring managers may have an idea of what the “best” employee age is for a team, and some may straight up think you are too old for the job.
Not all companies have implemented such initiatives as bias awareness training and employment auditing and/or rid their applications of identifying characteristic questions.
HOW ARE THEY GETTING AWAY WITH IT?
If bias—unconscious or not—is happening in the hiring process, how, you may ask, are companies getting away with it?
Some employers’ online applications contain questions (such as graduation dates) that can lead to age bias. Some go so far as to ask for an applicant’s date of birth, which is illegal at this stage of the candidate soliciting process.
If pushed when an applicant follows up (or if ever brought up in court), a hiring manager could use excuses like, “You’re overqualified,” “We don’t think you’d be happy…,” or “You won’t be a good fit for our team,” when the underlying decision was in reality age-biased.
Unfortunately for applicants, workers already on the job are in a better position (and probably more likely) to bring up a complaint about age discrimination vs. someone who’s job hunting. So let’s look at several things you can do to increase your chances of securing rewarding fairly compensated work.
SIDEBAR: How do say, bars, clubs, or Abercrombie stores get away with picking and choosing the young attractive applicants? They are most likely getting away with this by saying they need to hire workers that can help the company relate and appeal to their target customers—or that younger folks may work for the pay they can offer moreso than older candidates.
WHAT YOU CAN DO
A.) The Application
The most crucial place age discrimination could come in, since the hiring manager will see you in person during a webcam or personal interview, is the application process. Do your best to omit dates of graduation and military service, and don’t list your birthday.
For companies who have a mandatory date blank for degrees earned, if possible, enter “9999” there in order to satisfy that field and move on. When there’s something you don’t feel comfortable answering on an application, try entering “flexible” or “will discuss” as the field allows.
B.) Your Resume & LinkedIn Profile
Omit the dates mentioned above in the previous section.
In order to show you’re involved beyond your time at work and on top of industry trends, you could list any professional associations, meet up or networking groups, and industry groups in which you’re involved.
Avoid statements like 25+ years of experience, and just say, “more than 10 (or 15) years of experience…”
Exclude all clues to your age in the syntax of the email address you use (e.g., janesmith1962@aol.com) or your website (www.bobjones1975.com/resume.html).
Omit any obsolete software with which you worked. Instead, be sure to include any current critical software you’ve learned that pertains to the job at hand. Definitely include any relevant new skills and recent training you’ve completed.
Don’t list or give references until asked, and of course, make sure the contact info for your references is up to date. If you feel like you might get the job, be sure to send them a quick text or email letting them know to expect a call and what the job is so they can be a little more ready to speak to your qualifications.
Freshen up the formatting of your resume. Make sure there’s some white space, and feel free to punctuate certain sections with some color or underlining. Try another professional font, like Calibri. Include either your last 10 years of work history or your last 3 jobs. If you have a varied job history, use a functional or combination instead of a chronological style resume, and reference your latest 3 or 4 jobs that mirror the requirements of the one for which you’re applying.
If needed, find a good photographer experienced with taking headshots. With a flattering hair style, sharp clothing, and the right lighting and background anyone can look up to date and professional. Use the new photo at your LinkedIn profile.
C.) Your Skills
Whether you’re competing with someone in their 20s or 50s, you need to be on top of keeping your skills current and competitive. Stay in the know on trends in your industry and current events—especially those relevant to your field. Have an online presence. If you feel like there’s training you need or software you should learn, seek out a source. If you’re employed, start by asking your supervisor. Who knows; maybe the company will cover the cost of the training or allow you to train during work hours!
Don’t go too far and dye your hair jet black. And if the style of dress is casual, don’t show up to the interview in a 3-piece suit. Find a fashion savvy friend you trust to give you a few pointers on your wardrobe, hair, etc. with the goal of being able to compete with the sharpness of younger applicants while still maintaining the authenticity of who you are. Go contemporary and professional while being age appropriate.
As you interact with the interviewer, show energy, enthusiasm, and your knowledge of the industry and the company. If you feel your age may be an issue, be proactive and mention the skills and experience you bring to the job and that you’re willing to put in extra hours as needed. Talk about a time when you brought a team together when things got tough and/or stress that you’ll use your skills to help the company maintain and increase profits.
E.) Other Tips
Networking – Mature workers should have a large network of contacts. Start there, and draw upon those you know as you begin your job search. These folks know you and have a sense of how you are as a person (and most likely what kind of employee you are), and may be able to get your foot in the door at their company or one where they have a colleague. Some companies’ HR departments are in the “hire younger/inexperienced workers at a lower pay rate” mindset and may be searching in that manner. Networking may help you bypass typical HR screening.
Career shift – Some job seekers may want or need to move in the direction of creating their own job or business, which could be partly linked to their career path, interests, or network. You could offer to work on a consulting or project basis for companies on your target list—or present on topics.
Physical fitness – Get and stay in the best physical shape you can. Come up with a fitness routine; at a minimum, try to walk for 30 minutes 4 times a week. Allow yourself some relax and de-stress time, reading, watching some TV, and spending time with friends and family.
HOPE
Keep at your job search. Even if you feel your age has been a hindrance, slowing down or letting a bummed out attitude take over won’t help you.
The statistics show that employers are softening on skewing toward a preference for younger workers. In October of 2016, the National Council on Aging (NCOA) found that by 2019 it’s projected that over 40% of Americans age 55+ will be employed, making up over 25% of the US labor force.
This is up from 13% in 2000 and 22.2% in July 2014! Further, a study by London Business School researchers found most negative assumptions about older workers to be untrue.
Employers rate mature workers high on characteristics such as punctuality, judgment, attention to quality, and attendance. Mature workers may stay on the job longer than millennials and be more focused. Research shows that Americans age 55 and up adapt to new technology successfully, take fewer sick days, and are more loyal than 30-something aged employees.
With older employees, a company has the benefit of their wisdom and can utilize them as a mentorship resource. They’re also quite a value: Employers can hire someone with a wealth of knowledge at the budget they have since many older workers are not trying to continue to climb the corporate ladder like someone in their 30s or increase their salary with each successive position.
Wherever you are in your job search, if you really need an extra dose of hope, purpose, and encouragement, check out the Epilogue in my book Here Today, Hired Tomorrow.
So while it may feel like aging is a detriment to your career in your later years, know that there are many things you can do to get the job you want and vie for moving up. Older employees who keep their knowledge and skills current and know how to present themselves are not only valuable but putting themselves in the best position to give the competition a run for their money—and youth!
Additional info from AARP Magazine 2018: “3 in 5 older workers have seen or experienced age discrimination in the workplace. 1 in 4 have been subjected to negative comments about their age from a supervisor or coworker. 44% of older workers who’d applied for a job recently were asked for birth date or other age-related info, and 91% of older workers surveyed support strengthening US age discrimination law. –from “The Value of Experience: Age Discrimination Against Older Workers Persists.” Download the report.
Resources for Mature Job Seekers:
• Learn more about AARP’s fight against age discrimination, plus tips for navigating age in your job search & at work.
• AARP’s Work Reimagined site – is a great place for older workers looking to change work paths.
• Email AARP if you think an employer is discriminating against older workers.
• AARP Job Board – includes FT, PT, telework & flex job opportunities.
• Fifty Forward
• NCOA
Sources: • Thanks to Guin Tyus and Clay Faircloth at the Nashville Career Advancement Center. • American Job Center’s “Helpful Hints for the Mature Job Seeker” workshop participant guide; www.ncacworkforce.org • https://en.wikipedia.org/wiki/Employment_discrimination_law_in_the_United_States • https://www.seattletimes.com/nwshowcase/careers/the-middle-aged-resume-what-to-leave-in-what-to-leave-out • https://www.kiplinger.com/article/retirement/T012-C000-S004-battling-age-bias-when-job-hunting.html • https://www.huffingtonpost.com/entry/age-discrimination-five-ways-older-workers-can-overcome_us_5934cd36e4b062a6ac0ad13f • http://www.precisionstaffing.net/2017/10/13/biased-not-avoiding-bias-hiring-process • https://www.huffingtonpost.com/entry/age-discrimination-five-ways-older-workers-can-overcome_us_5934cd36e4b062a6ac0ad13f • http://college.monster.com/training/articles/1415-hr-says-is-this-interview-question-legal
Have you ever encountered age discrimination in your search or at your job, and if so what did you do about it? Comment in the “Start the Discussion” blank below.
Looking for a new job? Want to get what you want fast? Check out my book, Here Today, Hired Tomorrow(kurtkirton.com/hthtbook), and subscribe to my blog (kurtkirton.com) for free advice on your job search.
