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• W2112605005 abstract "This article discusses the recent phenomenon of older career changers and highlights some of the strengths and proactive strategies for such people. Issues include dealing realistically with negative perceptions and stressing advantages of the mature career changer. One of the fastest growing populations in the career change market is that of older adult workers, those career changers in their 40s and 50s. Such older workers face significant issues that are not always encountered by younger career changers: fear, ageism, loss of identity, and emotional as well as financial risks. A realistic assessment of these important issues may yield some fruitful insights and directions for the older career changer. TYPICAL ISSUES OF TRANSITION The typical issues of transition may be more pronounced for the older worker. Although the normal issues of career change (insecurity, fear of failure, loss of job security and colleagues, fear of the unknown) are present in those career changers over 40, they may appear in more acute form and with special intensity. The older worker may well have an established career identity, which, of course, is sacrificed to the change. Because he or she probably faces a decrease in income with a career change, financial consequences may be significant. Financial loss may affect other family members as well. Finally, the mature career changer might encounter a marked resistance on the part of colleagues, peers, and even potential employers as he or she goes about the job search. Of course, the older worker does face certain negative perceptions as she or he changes careers. Age is seen in our youth-obsessed culture as a liability, particularly in terms of potential pension and health insurance issues for employers. Moreover, many older workers cherish permanent connections in a specific city or geographic area; their perceived lack of mobility may be a deterrent to being hired. Above all, potential employers may wonder if the investment of time, money, and training is warranted in the case of the older career changer. Although these perceived weaknesses may, in fact, be very real stumbling blocks to the older career changer, a realistic look at the situation should also include the assets and strong points of the mature worker. These assets include demonstrated responsibility, stability, valuable life experiences, demonstrated interpersonal skills, and motivation. Each of these assets bears closer examination, because they can serve as selling points for the career changer. The over-40 worker, as measured in a recent survey sponsored by Modern Maturity magazine (Bird, 1992), possesses the following positive characteristics: lower absenteeism, a higher work ethic, higher productivity, and less alcoholism and drug use. Older workers are seen as steadier, more patient, and more likely to stay with a job longer than a younger worker, while being equally willing to learn new job skills. Clearly, these qualities are valuable commodities for potential employees and should be presented and stressed as such in interviews and on resumes. …" @default.
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• W2112605005 date "1995-09-01" @default.
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• W2112605005 title "Career Change for Those Over 40: Critical Issues and Insights" @default.
• W2112605005 doi "https://doi.org/10.1002/j.2161-0045.1995.tb00529.x" @default.
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