Transcript
Speaker: Hey, stop. Stop telling yourself that that you missed the summer hiring window, which there really isn't one anyway. But here's a question for you. What if August 1st and you're still unemployed isn't a problem at all?
Speaker: What if you're right on time? Let me be honest with you. Some of you waited for the September hiring surge last year and it never came.
Speaker: I know, I watched it. I watched it happen to dozens of of people in our community over 50. The job posts, they showed up. The recruiters, they came back from vacation and yet somehow nothing moved.
Speaker: But here's the thing, the surge doesn't happen to you. It happens for the people who are strategically positioned when the recruiters return from Labor Day and open up their laptops. August is not waiting. August is priming, and that matters.
Speaker: Because this September through November, something is different. AI generated applications, they've flooded the market. Every public job posting now gets hundreds, if not thousands of submissions within 48 hours or or even less.
Speaker: And here's the irony alert to all of this. The same technology that companies use to screen you out, other candidates are ah using this to blast applications at scale all over the place.
Speaker: Your resume is suddenly one out of 800 on a job posting, but a referral, a warm introduction, that puts you in a stack of 12, not 800. And that's the math, and August,
Speaker: is the month that we're gonna change the equation on that math. Before we jump into the into the playbook though, if if you do need hands-on help with with any of this, the the Ageism Survival Guide does offer resume or CV writing services.
Speaker: It also offers LinkedIn profile optimization and one-on-one coaching for approaching the job hunt strategically. Everything we're gonna discuss here today, I can help you execute that one-on-one.
Speaker: Details can be found at ageismsurvivalguide.com. Now, let's get straight into the August playbook. So why does August matter for the autumn hiring rush?
Speaker: Three reasons. And the third one is the one that that nobody talks about. First, there are the the budget cycles. Probably you've heard about these. Companies, they run on two different fiscal calendars. There's the calendar year, which expires on December 31st. And then there's a fiscal year ending in September 30th or March 30th, which means that that managers have money to spend now.
Speaker: Or if they don't spend it now, they lose the headcount that they should be spending that money on permanently. September through November is when hiring managers are are scrambling to fill roles before the fiscal year closes.
Speaker: So if you're positioned in August, you're the solution to their Q4 problem. Second, there's the un-retiring wave. 7% of retirees, they returned to work in the last six months. Nearly half of them said that this was because of financial necessity.
Speaker: These are experienced professionals, your peers who are now competing for the same roles that you're targeting. It's not just the the age bias that that you're up against. It's a crowded lane and and standing out in this lane is going to take positioning.
Speaker: Third, and this is the one I said nobody mentions, most job seekers treat August like it's just still summer. They coast, they slow down, they tell themselves nobody's hiring anyway, so I'll just start all this stuff up after Labor Day.
Speaker: And those people? they are handing you a head start. So while they're coasting, we're gonna get you preparing.
Speaker: While they're waiting for the for the surge, you're already gonna be having the conversations. I'm gonna walk you through exactly how to use the next four weeks until after Labor Day.
Speaker: Let's start with pillar number one. Refresh your professional brand. And I don't mean just tweaking a few words on your on your resume. I mean, audit everything that represents you before the hiring wave hits.
Speaker: First, your resume format. I've talked about this on previous podcasts. here Here's something that trips up the most experienced professionals all the time. Drop the columns, drop the graphics, drop the text boxes and the the fancy templates and the colors.
Speaker: Most of the applicant tracking systems, the ATS, they they can't read anything except for plain single column text. If your contact information is is in a header or in a footer, the machine is possibly even going to strip it.
Speaker: And use normal section headings, professional experience, not career journey, education, not academic background, and skills, not core competencies.
Speaker: but's Make it easy for the machine. And file format, it matters as well. Many corporate ATS systems, they prefer.docx over PDF. So save it as a Word file document unless the posting specifically requests a PDF.
Speaker: Second, your LinkedIn profile. Seriously, when was the last time that you updated your your headline? Your headline is the first thing that recruiters see in search results. It's actually one of the top search parts in the SEO. And if it says your last job title, well, then you're going to be invisible for the job you want next.
Speaker: I want you to write a headline that that that speaks to what you want to do and and who you want to serve. not director of operations retired, but how about operations leader driving supply chain efficiency across manufacturing?
Speaker: See the difference? One describes your past and the other one, it's actively selling your future. Third, remove graduation dates from your resume, from your LinkedIn, from everywhere.
Speaker: No hiring manager needs to be given the opportunity to do the math on when you finished your school. That information, it can only be used against you, and that matters.
Speaker: Because age bias, it it happens even before a human being reads your name. Pillar two. Increase your your visibility.
Speaker: The single most important thing that you can do in August is to show up where the decision makers are looking. Things like like LinkedIn posts, industry newsletters, or professional group discussions.
Speaker: Here's my challenge for you. Post once a week in August. It doesn't have to be anything profound. Just share an article about your industry or or comment about a trend, again, in your industry. Write three sentences about a lesson that you learned in your last role.
Speaker: the The point is not to go viral. You don't need to have millions of views. The the point is that when a hiring manager searches you You look active, you look engaged, and most importantly, you look current.
Speaker: and And here's what people miss. Every post you write is a writing sample for the communication skills on your resume. Let that sink in.
Speaker: Daily, weekly writing practice. Let's move on to pillar number three. Build your target company list. I want you to be absolutely specific, not I'll apply to anything in operations. No, name the companies, 20 of them, pick 20 of them, that should be easy enough. Companies where your experience would solve a real problem, not not companies where you would essentially be starting over in a job that doesn't really fit you.
Speaker: Research who's hiring in Q4. Many organizations post most of their urgent roles and in September and October to fill by the end of the year.
Speaker: Follow those companies on LinkedIn and also just try to engage on their content. Comment thoughtfully to show your industry knowledge. And then when the job posts, you're not ah you're not a stranger. you're You're already a familiar name to them.
Speaker: Then there's pillar four. Sharpen your interview answers before you need them. Here's what I see experienced professionals stumble over all the time.
Speaker: And I've seen this in many interviews. They've worked for 30 years, but they haven't practiced telling their story. So when the the question comes, tell me about a time that you led through a major change, they ramble, they bury the lead, they they they forget to even give the result.
Speaker: I want you to prepare five stories, five specific examples of of problems that or challenges that that you navigated and the results that you have delivered.
Speaker: Write them out. Say them out loud. Record yourself on your phone and and then listen back afterwards. You're going to hear things that you didn't realize you were doing. Filler words, um, you know, um drifting, and then starting strong and kind of fading out at the end.
Speaker: Fix it now in August before the interview is real. Because the the candidate who tells a tight two-minute story with a clear problem, their action and result, they sound like a leader.
Speaker: The candidate who rambles for six minutes sounds like they haven't even bothered to prepare. And that's not who you are. Now there's pillar five, modernize how you talk about your career.
Speaker: Here's the tension. You have decades of experience and and that experience is extremely valuable. But if you present it like, I've been doing this for 30 years, some hiring managers, that what they're gonna hear is, I've been doing the same thing for 30 years.
Speaker: I want you to reframe every chapter around what you learned and and what you've delivered. Not I was there from 1998 to 2012, but how about over 14 years I led three major system transitions that saved our company $4 million. dollars It's the same experience, but it's how you tell the story that's very different. One sounds like tenure, but the other one sounds like impact.
Speaker: And that matters enormously in an interview. Here's a question for you. When was the last time that you updated the way that you describe what you actually do?
Speaker: Not your title, not your department, but the value that you create when you walk into a room. if If you haven't updated that language in five years, now is the time. And you got the time, it's August, right?
Speaker: August is definitely the month to rewrite that. Now, pillar six, your weekly momentum. I know the job search, it it feels like a marathon, but but treating it like one and just going, going, going, it's going to burn you out.
Speaker: So break August into four weekly sprints. Week one, brand refresh, resume, LinkedIn, headline, photos.
Speaker: Week two, your target company research. Build your list of the 20 companies that I mentioned a moment ago. Week three, network activation, 10 touch points per week. And then week four, interview practice. Record yourself, like I'm recording myself now, and tighten your stories.
Speaker: Four weeks, four different focus areas, one sprint at a time. the The structure keeps you moving forward even when the motivation might not carry you along alone.
Speaker: Now let's go on to pillar number seven, to strengthen your mindset. I'm not going to just sit here and tell you to to stay positive. that's That's not how I work. I'm going to tell you something real, something that you can work with. The job search at our age is is harder than it should be.
Speaker: the The bias is real. the The silence after sending in applications is real. The fact of being overlooked is real. Acknowledge that, but don't pretend that it's not happening.
Speaker: but But here's what I also want you to know. You've navigated these hard things before. You've led teams through reorganizations and managed budgets through through downturns. You've solved problems that younger colleagues haven't even seen before and leaves them like deer in headlights.
Speaker: That terrain knowledge, that's your edge. Youth runs fast, but you know the terrain, right? Let that be your anchor this month as you get ready for September.
Speaker: Now, let me add this one more thing to the playbook. yeah Originally, I didn't have this in in mind before I started, but I want you to hear it anyway. It's bridge work.
Speaker: August is the is the month to line up a bridge work income source if you need it. Consulting, fractional roles, contract projects. Something that pays the bills while you hold out for the right permanent role.
Speaker: And here's why this changes everything. A job seeker who needs a job by by Friday is going to jump on the first offer. But a job seeker with bridging income can negotiate.
Speaker: That person can wait for the job with the right cultural fit that can say no to a low ball salary. Bridgework gives you the the one thing that nobody else can give you in this process.
Speaker: Leverage. If you've been applying for months with no traction, ask yourself, Honestly, is the financial pressure making you desperate?
Speaker: Because desperation, it's going to show up in interviews. It's going to show up in the salary that you end up accepting. And it's going to show up in the culture that you end up working in.
Speaker: Bridge work, it removes that pressure. So line it up now in August before the surge, before the panic. Two more things before we get into your weekly action plan.
Speaker: First, brief your references now not when the employers ask for them your references they they need to know what roles that that you're targeting what stories they're supposed to emphasize and critically they should not accidentally age you a reference who says John and I worked together back in 1999, has just told the hiring manager that you've been around for a while.
Speaker: So instead, brief them to say, John and I collaborated on a major supply chain transformation that delivered results across three divisions.
Speaker: It's the same person, the same reference, it's the same relationship, but the one version that dates you and the other one sells you. Have that conversation with your references this month.
Speaker: Second, know your salary context. Here's a question that you can ask in interviews that that actually signals your business fluency.
Speaker: You can ask, where are you in your fiscal year and is this role tied to q four deliverables? Most candidates are never going to ask this. But it tells you everything about how urgent this search is for them. If the manager has has budget that expires in December, you actually might have some negotiating leverage here.
Speaker: But if the role is tied to January january planning, the timeline could be different and there might not be that same urgency. Either way, you're not guessing, you're operating with information, and that is what experienced professionals do.
Speaker: So let's quickly run through it again. Here's your August action plan. Four weeks, four sprints, okay? Week one, the brand sprint. Revise your resume into a single column ATS format.
Speaker: Rewrite your LinkedIn headline for the role that you want, not that you had. Remove your graduation dates absolutely everywhere. And then also post one piece of content on LinkedIn.
Speaker: In week two, you've got the research sprint. Build your target company list of 20, follow 20 of those companies on LinkedIn, and engage with, let's say, at least three posts per day.
Speaker: Identify who in your network works at each company. Then in week three, the connection sprint. Reach out to 10 people per week, not asking for a job, asking for a conversation, maybe a coffee, a video call, 15 minutes of their time.
Speaker: Your goal is three conversations per week. And then there's week four, the interview sprint. Write out your five career stories.
Speaker: Record yourself just like this, telling each one of them. Listen back. Tighten them up and record again. And then brief your three strongest references. And if you haven't already and you need it, line up one bridge income conversation, consulting, fractional, contract, whichever one fits. Again, if that's necessary.
Speaker: These are four weeks. These are four sprints. And by September 1st, you're not going to be waiting for the surge. You'll be in front of it.
Speaker: You'll be surfing it Let me leave you with this parting message. August before the autumn hiring rush is not a slow month.
Speaker: it's It's your month. It's the month that everyone else is coasting while you're positioning. It's the month where the people who get hired in October, they do the work that nobody saw was already happening.
Speaker: in August. Here's what I want you to do right now. Go to ageismsurvivalguide.com. If you need help with your resume, your LinkedIn profile, or coaching to navigate the job market and your job search strategy,
Speaker: That's what we can do together. The Ageism Survival Guide, it it exists for this exact purpose, for the for the professional who's who's been pushed aside and is ready to rise again. And and that's indeed now our time to rise.
Speaker: As I always say, youth runs fast, but age knows the terrain. I'll see you in the next one.
