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1Looking for a job after 45 A) Ageism and long-term unemployment are most damaging for those in the second half of their
2careers. Changing careers is hard. Getting back into work after you've been laid off is even harder. Those over 45 make
3up the bulk of the long-term unemployed, in America and elsewhere. Hiring managers admit they are reluctant to hire
4those over 40 or 45, arguing they probably won't be a good "fit," their experience won't be relevant to the workplace,
5and they'll be unable or unwilling to learn new skills. B) But the one thing that can really make a difference? More
6education and training. These are the results from a new study by Generation, a nonprofit founded by former McKinsey
7consultants. They've just published a global survey on midcareer employment, based on surveys of over 5,000 workers and
8managers in seven countries. C) “Older midcareer workers.. .make up the bulk of the long-term unemployed in many
9countries,Generation's analysts write in their report. Those over 45 comprise over 40% of the long-term unemployed, for
10example And if you're out of work past the age of 45, there5s nearly a two in three chance you'll be out of work for
11over a year, they find. u Midcareer individuals are finding it harder to get jobs,^^ they write. "'People age 45+ face
12persistent and rising pressure in the global job market. They are unemployed for much longer than the average, and their
13age is indeed one of the greatest barriers to their finding ajob.^^ D) A substantial part of this, they report, is
14'"widespread ageism^^ on the part of hiring managers. Although such managers admit that post-45 hires turn out on
15average to be just as good as or better than younger workers, they still don't want to hire them. "Hiring managers have
16a strong perception bias against 45+ job candidates- they believe that members of this age group have poor skills and
17low adaptability," Generation's analysts report. E) The survey results are remarkable. Hiring managers are three times
18as likely to rate job applicants age 35- 44 as a better "fit" than those over 45. They rate the post-45 job seekers
19lower on average on all three measures- even experience- than those ages 18 to 34. This is true even though nearly nine
20managers in 10 also said their post-45 workers were as good as or better than younger employees in the same jobs. F)
21Their biggest fears about hiring those over 45? Managers said they worry that older hires will be reluctant to try new
22technologies, and will be unable to learn new skills. Besides, the majority of hiring managers are under 45—and seem
23reluctant to hire people older than themselves. G) But here's the good news. Older workers who've actively engaged in
24more education and training relevant to their jobs turn this pretty much on its head. Three-quarters of hiring managers
25said they'd be more likely to hire an over-45 who had relevant education, training or credentials ( 文 凭 ) . Among those
26over 45 who'd successfully switched careers, 74% said training helped them get their new job. H) “Midcareer switchers
27overwhelmingly say that training enabled them to shift to a new career path,“ the analysts write. And when they asked
28over-45 candidates about their attitudes, they found that “those who are excited by training are unemployed for less
29time, receive more job offers, and are more satisfied by the job offers they receive.” I) Hiring managers said training
30was three times more likely to get them to hire applicants over age 45 than, say, government subsidies (而卜贝占).What
31training are we talking about? Obviously it depends on the job. And, yes, managers are most likely to be impressed by
32industry qualifications you get in school. These things cost money, and time. But these aren't the only things helpful.
33Those who had successfully changed careers after 45 told Generation that education and training had been a big help- and
34that included in-person, on-the-job training, ''informal learning,and online courses- with or without certification. J)
35If they think we're too old to learn new skills after we're 45, just learning some new skills may have an effect on its
36own. There's a downside to this. The people least interested in retraining are more likely to come from historically
37disadvantaged communities, more Hkely to have low incomes, and are more likely to have the least schooling after getting
38their high-school diploma or earlier. On average, post-45 job switchers with higher incomes participate in 2.5 training
39programs each. Those with lower incomes: 0.9 programs on average. K) Many years ago, I wrote about a study which found
40that employers are much more likely to hire a college graduate who has some work experience in the industry than a
41college graduate who took the “right“ degree. A bank is more likely to hire a literature graduate who spent their
42summers working in their local bank than a finance or economics graduate who spent their summers surfing or traveling
43around Italy. They've learned through long experience. The person who worked in the bank is more Hkely ready, willing
44and able to be part of the team and do the job from day 1. L) We can rail against “ageism“ all we like. It gets us
45nowhere. And ifs easy to forget that employers, like everyone else, are under time pressure and are just trying to solve
46problems. Any and all "training," including inexpensive and informal training, is going to help resolve their worries
47about hiring someone over 45. And it has never been easier or cheaper to gain instruction in new skills, thanks to the
48internet. Online schools like Udemy and Lynda.com offer sweet deals at sign-up. And courses on YouTube are free. M)
49Bottom line? Yes, it really can be difficult getting a new job after age 45, let alone changing careers. One of the best
50things we can do to help ourselves is to go online and learn new, relevant skills. Sadly, the people who most need the
51help are least likely to take it- which raises a challenge for society as a whole. Not only do we not want to see lives
52go to waste, but we all benefit if more people are working and fewer are unemployed.
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