Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 3

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 3

Many firms rely on resume writing and job search strategies that are outdated, generic and vague. They often provide outdated, non ATS compliant formats that are more about functions as opposed to successes. As for job search strategies, the information that is supplied is the lowest common denominator (ex. email blasts)—that yield poor results in today's digital market as opposed to proposing brown-bag lunches, joining industry / professional associations, leveraging past relationships with bosses, colleagues, vendors, friends, classmates.

What has been your experience?

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 2

  Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 2

These organizations appear to believe that they are unable to provide a customized approach to addressing the needs of each job seekers. It is more efficient and cost effective for THEM) to use the same / similar strategy, no matter the level of experience, skills or career direction of the job seekers. In short, the work is cookie cutter, lacks unique qualities and fail to properly showcase the candidate for success. I have seen many resumes written by staff members of these organizations and I have to question whether or not they can explain / understand what applicant tracking systems are and the importance in the job hunt game.

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 1

 Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 1

The majority of these organizations use standards / methodologies that are severely behind the times and it is questionable why they have not kept pace with ATS, AI and general job search best practices. The resumes I have seen produced until the tutelage of their counselors are substandard to today's benchmarks. I advocate that these organizations enroll their counselors in 3rd party certification courses so they can get up to speed.

Recent LinkedIn Survey:

 Recent LinkedIn Survey:

77% of job seekers whose prior employer paid for outplacement services were dissatisfied with the level of acumen and performance rendered by the outplacement service.

Even if this percentage is exaggerated or the context is vague, this tells me (and should be obvious to you) that the outplacement companies are not doing what they are paid to do. As much as I despise the way college / university career centers engage there students, this one bites deeper because companies are paying for a subpar service / experience and it is hurting the job seeker.

Thoughts?

Survey Says - Job Market - Job Loss - AI

 RECENT POLL - The Economist completed a recent poll about the job market. One of the conclusions made is that the average person believes they have a 22% chance of losing their job in the next five years, according to one survey, a higher share than even during the global financial crisis of 2007-09. The cause of this gloom is artificial intelligence. Nearly one in five American workers recently told another pollster that AI or automation is “very” or “somewhat” likely to replace them.

Source: The Economist

Ageism Affects all Workers - Ages 18 - 80 - Part 6 - Marginalization

 Ageism Affects all Workers - Ages 18 - 80 - Part 6

Marginalization is a discriminatory practice that affects both younger and older workers. It involves exclusion from meetings, denial of resources, limited access to opportunities, spaces, or services, and more. 

Essentially, it pushes employees to the sidelines of the company, rendering their contributions undervalued. 

Ageism Affects All Workers 18-80 - Part 5

  Ageism Affects All Workers 18-80 - Part 5 - Young Women

The Age Discrimination Act of 1967 protects those over 40 years of age. It is very difficult to enforce. By definition, the law provides no protects to those under 40yo. For example, young women are disproportionately affected by bias. "Over half of women under 30 say their age has negatively impacted them in the workplace."1 Women feel the pinch both at the beginning of their careers and once they transition to "older" status.

I will be posting about how ageism affects younger workers for the next several business days.  

Wish to provide an example. Please provide a comment.

Ageism Affects All Workers 18-80 - Part 4 - Definition of Reverse Ageism

 Ageism Affects All Workers 18-80 - Part 3

REVERSE AGEISM - sometimes called "youngism," is prejudice or discrimination against individuals—typically younger employees—based on the assumption they are inexperienced, immature, lazy, entitled, naive or less capable due to their age. It often manifests in the workplace as being dismissed for ideas, passed over for promotions, or subjected to stereotypes by older colleagues

I will be posting about how ageism affects younger workers for the next several business days.  

Wish to provide an example. Please provide a comment.

Ageism Affects All Workers 18-80 - Part 3

 Ageism Affects All Workers 18-80 - Part 3

Decision makers on the older side of the spectrum have issues with the work habits of the Gen Z and millennial demographic and their perceived inclination to prioritize work/life balance and unmotivated, not o mention the feelings of entitled attitudes. Unfortunately, the stereotype i is unfair and it hurts younger workers who are hardworking and should not be defined by the flaws of others.

I will be posting about how ageism affects younger workers for the next several business days.  

Wish to provide an example. Please provide a comment.

Ageism Affects All Workers 18-80 - Part 2

Ageism Affects All Workers 18-80 - Part 2

Prejudices / insecurities towards younger, high achievers can affect younger workers as well as older workers.  For younger workers, older managers / executives may have a hard time justifying in their own mind how that under 30 yo professional can know so much in a short period of time spent in their career.  Excuses are connocted that deliberately inhibit the advancement other younger worker based on preconceived notions, which are really veiled prejudices.

I will be posting about how ageism affects younger workers for the next several business days.  

Wish to provide an example.  Please provide a comment.

Ageism Affects All Workers 18-80 - Part 1

 Ageism - Don't be Fooled - this is not just about older workers. While 90% of workers 40+ have indicated they have experience ageism, it affects people ages 18-80.

For top achieving, younger workers (say under 30), many are passed over for promotions not because they cannot do the job but because he / she haven't "been in the industry long enough" and are riding the coattails of older workers.

I will be posting about how ageism affects younger workers for the next several business days.

Wish to provide an example. Please provide a comment.