Many prospective career changers come to us feeling that they have been or are the victims of age-ism, either by virtue of being too young or too old. Fortunately, we at the Barrett Group have never seen this as being a barrier to ﬁnding the ideal job.
One of my employers had a penchant for moving manufacturing equipment from location to location under the heading “used but useful.” In other words, the assets might no longer be state of the art but they could still perform a productive function in the right setting.
The overall working population grew 11% between 2011 and 2018 per the latest BLS data available. We have heard a lot lately about employees reentering the workforce as expansion continues, and this probably plays a role. Still the growth in the older working population is remarkable. Note how the top two age groups (55 to 54 and 65 years and older) grew by 20% and 46% respectively.
Legal, service, and sales professionals, for example, are broadly losing participants. Computer-related, arts / media, and health professionals are far outgrowing the national averages.
Interestingly, the growth in computer-related employment is not only among the relatively young (+60%). Even the oldest groupings are up 50% and 54% respectively. Arts/media shows the expected bulge at the young end of the spectrum, but also a surprising vigor in the oldest category (+29%), while health professionals are actually shrinking at the young end of the funnel while growing by 35% in the oldest category.
Now each of these trends will behave differently in local and regional markets, so the national statistic is probably not the best basis on which to make a decision, though big trends may color in particular the on-line job market’s supply and demand dynamics.
That can make all the difference regardless of the dynamics in your industry, region, or age group.
We begin our process by clarifying each career changer’s objectives. We focus not just professionally, but also with respect to family and relationships, ﬁtness and health, and ﬁnancial independence. Together with business success, these parameters help candidates clarify their own needs. The psychometric DISC evaluation also helps clients understand some of the behavior-based issues they may have faced in their careers so far, while the personal strategic plan helps them target their career change on a longer time horizon, sometimes requiring stepping-stone jobs to get to their ultimate destination.
Here’s what one recent client said about our Clarity Program© (the ﬁrst step in the Barrett Group career change program):
“This was one of the most impactful activities I have completed in my professional life. Laura [her Clarity Coach] led me through this process at a pace that matched my expectations and really stretched me to think through my motivations. This was an ideal start and indeed helped me reframe the purpose and importance of this process. Laura is outstanding!”Erin Donovan, January 17, 2020
Contact the Barrett Group and let’s explore how our program can help you improve your professional satisfaction, security, and income while you are still used but useful.