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Fishers, Indiana, United States
Brenda gained career expertise as a human resources leader at a global company before becoming an HR consultant. She gained functional experience in a variety of sales roles in the health care industry achieving success for over 20 years. Her passion is participating in, writing about and observing the evolving workforce. For the first time in history four generations work together. It keeps things interesting. Baby Boomers (born 1946-1964) are redefining retirement and what it means to age in the workforce. It is not just about money. Okay it plays a role! At 76.4 million members strong, Boomers are leveraging technology to continue their careers and the personal fulfillment working brings. Managing a late-stage career requires more thought than 20 years ago. Unexpected changes in life force us to consider the future. There is no roadmap or one size fits all answer. This blog is about sharing, networking & finding your own right answer to working later, managing your career, redefining retirement, looking for work in your 50s & 60s and reinventing yourself.

Monday, March 30, 2015

Career Wisdom from the Experts, Part Two

"Be willing to put in the work and also if you have a deadline that you don't think you will make, don't wait until the date passed to communicate where you are. Over communicating is always better, especially early in your career." (16 years in the corporate workforce)

Millennials often make the argument that 40+ workers gained their experience during a booming economy, without social media pressures and in a less competitive business environment. According to a new survey from Michigan State’s College Employment Research Institute, hiring for new college graduates with Bachelor degrees is expected to increase by up to 16%. It is important for newer graduates to remember, the hiring managers and leadership of companies are generally 40+ years old. While their experience may be from the 70s, 80s and 90s—they are the managers new grads will interview with today. Their perspective counts. This is part two of advice from experienced workers to newly minted graduates in a project initiated by TheLadders.com to provide tips to new college grads about to enter the workforce.
#6: During the interview process, new graduates should attempt to be more open, relaxed and honest. It is important that they don’t try to “oversell” their skills and abilities. (retired, 30 years experience including HR and recruiting)
#7: After interviewing new grads, I would advise them to carefully consider the companies they are interviewing for. Not to jump at the first offer if the fit isn't right. There is more for a new grad than "just a job" and the culture, the opportunity and the experience can sometimes outweigh that first paycheck. (hiring manager, 45 years work experience)

#8: After a 25 year career, I switched to a nonprofit where I have worked the last 9 years. At my nonprofit, we had Americorp VISTAS for 3-4 years, six at a time. It pays a poverty level stipend. They all worked in different departments, working on a variety of projects. They gained real work experience, sometimes gained a clearer career direction, gained contacts. Many chose assignments in their home towns to lessen the affects of their low salaries. Some Americorp VISTA participants chose cities new to them. Many obtained jobs in their fields afterwards. Not all assignments are what you might think. (34 years of work experience)

#9: Never underestimate the value of early experience. Finally, I have my dream job in my 50's. It was a combination of related basic job skills experience I learned in my 20's, plus contacts and friendships I made in a completely unrelated field in my 40’s. (30 years of work experience)

#10:  (a) Once on the job, be a team player and go the extra mile. (b) Keep your mouth shut, eyes open, listen and don't expect "to get," earn it. (a working couple with 40 and 41 years in the workforce)

#11: Be realistic about what job you get/want, what your responsibilities will be and how fast you will progress. Use this realistic perspective to ask informed questions during the interview to gauge the business culture of the organization to see if it aligns to your immediate 0-5 year goals. (15 years of work experience)

#12: I'm responsible for the grads and interns at my company and I see how some young people act once they have the job. Many believe they still hold the same value of being new, young, energetic without adding any additional value to a business. Some expect unrealistic super assignments, special accommodations, etc. Companies may provide this if the new grad provides return on the company’’s investment in them. Younger workers need to appreciate  their value beyond their youth and make a tangible contributions to the organization. (hiring manager, corporate mentor, 30 years work experience)

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