The thought of changing careers is always scary. The feelings of uncertainty only increase when that change comes after age 50. However, a new study shows there may not be anything to fear. In fact, if you’re willing to accept a pay cut, a job switch could pay great dividends in happiness. The study shows that amongst those who switched careers after age 50, 91% of people enjoyed their new jobs. Researchers attribute the increased happiness to a reduction of stress and greater workplace flexibility. A note of caution: the people surveyed did experience a drop in pay and many lost benefits or pensions. So finding a new job could improve your quality of life, just be sure you can afford to make the change.

Do you have a plan to recession-proof your life? A growing number of workers age 50-plus do, and it involves turning interests, hobbies or skills into a small business.

Many older workers are using decades of experience and business connections to become their own bosses. These “encore entrepreneurs” bring to the effort a lifetime of knowledge. And their numbers are on the rise. in fact, from 1996 to 2012, Americans ages 55 to 64 had a higher rate of entrepreneurial activity than those ages 20 to 34.

In a new book The Economy of You, Kimberly Palmer writes about turning interests into a back-up plan to recession-proof your life. “In a world of zero job security and ever-increasing financial pressure, how can we guarantee success for ourselves and our families? The answer became increasingly obvious: We must actively create multiple ways of earning money through entrepreneurial pursuits.”

The author shares inspiring stories of people who turned avocations into vocations. A retired teacher in her mid-60s turned her long-time hobby into a business, and now designs scarves and ties. A former police officer developed a website for retired law enforcement colleagues to advertise their services for everything from legal expertise to handyman work. And an inventor used his down-time to develop a successful new baby product.

AARP has been connecting experienced workers to job resources and entrepreneurial opportunities and education for quite some time.

Most recently, we’ve been collaborating with the U.S. Small Business Administration to bring counseling and educational resources to the 50-plus population through in-person workshops, online training and one-to-one mentoring.

During Encore Entrepreneur Mentor Month this April, AARP and SBA will host programs nationwide to help those who are considering starting or expanding a small business. We’ll cover things like writing a business plan, securing financing, marketing new ventures and more.  To learn more, visit the project’s Start a Business page.

You can also view a series of free on-demand one-hour webinars on small business ownership here. And AARP is pleased to sponsor Black Enterprise Small Business University; learn more on our AARP Black Community page.

Cheers to encore entrepreneurs!

Photo: kupicoo/iStockphoto

If you think women work from home more than men, maybe helping a child with homework after school or cooking dinner in between phone conferences, you’d be mistaken.

More men telework and more women spend time in the office. And of those who work remotely, about 1 in 3 have no children, according to a myth-busting report released this week by the Madison, N.J., consultancy Flex+Strategy Group / Work+Life Fit Inc.

The researchers surveyed 556 full-time employees in December to analyze new work trends, including where work gets done.

Among the findings:

• About 1 in 3 do most of their work away from the office, such as at home or in coffee shops.
• About 75 percent of teleworkers are men.
• Almost half of teleworkers say they’re more likely to get training or guidance about work and life balance versus 35 percent of office workers.

Now to the age factor. Contrary to what you might think, a majority of older folks are not working from home. In fact, it’s pretty even across the board. About 30 percent of remote workers are boomers (age 50-plus) or Gen Xers (ages 30 to 49); 35 percent are in Generation Y (ages 18 to 29), the researchers said.

Many companies that offer flexible work arrangements find that it gives them an edge in recruiting and retaining employees. In Staying Ahead of the Curve 2013: The AARP Work and Career Study, workers cited a flexible schedule (72 percent), an opportunity to work part time (48 percent) and the ability to work from home (36 percent) as essential parts of an ideal job.

Photo: CelesteH/flickr

Nancy LeaMond

AARP Executive Vice President Nancy LeaMond delivered the following speech on the impact of an aging America on individuals and institutions in an address to AARP staff and volunteers this morning:

Impact of an Aging America on Major Institutions

Good morning. Welcome to the 2014 State & National Group Leadership Summit.

And a special welcome to the staff and volunteers who traveled from every corner of the country – and beyond – to be here this week.

I’d like to begin my remarks by talking a little about disruption – something you’re going to hear about during this summit.

These days, you can’t pick up an industry publication, attend a conference, or follow your Twitter feed without hearing about the disruption economy … technology disruption … business disruption … social disruption …

I recently heard someone use the term ‘disruptive disruption’ … what does that even mean?

As Judith Shulevitz of the New Republic said:

Sometimes buzzwords become so pervasive, they’re almost inaudible – which is when we need to start listening to them … disruptive is like that.

In our fast-moving, fast-changing and unpredictable world, there are disruptive events that have an outsize influence on the way we live, the way we work.

And nobody knows this better than all of you.

Because AARP is at the epicenter of one of the most disruptive events of our time – the aging of America.

On Jan. 1, 1946, the first of 78 million baby boomers was born … and on January 2011, those boomers began turning 65 – representing the most significant demographic shift in our nation’s history.

Every seven seconds, someone turns 50 … 12,500 people every day.

By 2030, 1 in 3 Americans will be over the age of 50 – and the 65-plus population will double to 72 million.

And this isn’t a passing trend.

When you look at the sheer numbers of boomers, Gen Xers and the millennials behind them – and when you consider how long these folks will live – simply put, America will be an older country from here on out.

Think of the magnitude of this shift for AARP.

Today, our 50-plus constituency is 109 million strong.

In just 15 years, the number of people 50-plus will increase to 132 million!!

As America grows older, it will be a different kind of older – different than previous generations.

For one, the face of aging literally looks different.

While the Silent Generation was by and large homogenous, not so for the generations that followed.

According to the latest Census, the 65-plus population will nearly double to 40 percent minority in 2050.

Another significant difference between us and our forebears is that we’re living longer – the average life expectancy in the U.S. is up to 78 years, a full 13 years beyond traditional retirement age.

Rather than just lengthening extreme old age, the 30 years we’ve added to our lifespans in the past century resulted in a much longer middle age – meaning that we’re adding healthy years, not debilitated ones.

We’ve even developed a new mindset about aging – it’s called denial.

As Nora Ephron said: “There’s a reason why forty, fifty, and sixty don’t look the way they used to – and it’s not because of feminism, or better living through exercise. It’s because of hair dye.”

Amid this great age wave, society is responding, adapting and changing – creating new rules and placing new expectations on people, on families.

Individuals have to figure out what to do with the two or three decades that their grandparents didn’t have.

You could say that this is the era of the individual – when everyone gets to be “CEO of my life.”

In some ways, this is a luxury. But in many ways, it’s also a burden.

More and more, there is increased responsibility on people to navigate this new life stage:

… from figuring out how to make limited retirement savings last;

… to understanding an increasingly complicated health care system;

… to reinventing themselves to stay relevant and wanted in the workplace – at a time when age discrimination is prevalent.

… to serving as an emotional adviser, caregiver and financial resource to children, parents and grandparents.

It goes without saying that the aging of the United States has significant implications for the people we represent, and enormous consequences for our organization – because AARP’s agenda, and our entire body of work, is devoted to improving society so that people can age with dignity, with independence and with purpose.

In SNG, we live and breathe these demographics.

We see the statistics of demography come to life in our everyday work, and through the individuals who engage with us.

They come to our programs. They support our advocacy. They volunteer with us. They raise their voices. They tell us what they want and what they need.

At AARP, we know the issues – and the people – intimately.

And we know that the aging of America – indeed, this new way of aging – will have profound implications for society – not just for individuals, but also for major institutions.

Just look at the institution of government – which has been deeply involved in the business of aging ever since Social Security was created in 1935.

The sheer numbers of boomers will present challenges to Social Security, Medicare and Medicaid – programs that are central to the health and retirement security of millions of older Americans.

For four years – since Simpson and Bowles issued their report in 2010 – Washington has been locked in a pernicious conversation, with a frame that is born of spreadsheets and numbers

… a frame that ignores the economic struggles of so many Americans; a frame that pits generation against generation.

Through You’ve Earned a Say, we’ve been pushing for a different conversation – about real people and their families.

We need to talk about quality of life, about empowerment and support.

For Social Security, we need a debate with all decision makers around the table – Republicans, Democrats and the president.

The debate should focus on responsible solutions that will keep the promise to current seniors, and strengthen the program for future generations.

At the same time, we need a broader debate about what it will take to ensure that people have financial security and savings for their 70s, their 80s, their 90s.

It’s not just about making it to retirement. It’s about making it through retirement.

Health care will be more complicated.

The rapidly increasing number of older Americans has far-reaching implications for our nation’s public health system – and will place unprecedented demands on the provision of health care and aging-related services.

Medicare is obviously critical for more than 50 million beneficiaries – but it’s also a key indicator and driver for the entire health care system.

We must stabilize Medicare for future generations, continue to look for efficiencies and opportunities to drive down costs, and keep the promise we’ve made to seniors by pushing for responsible, commonsense solutions.

At the same time, we need to better understand the Affordable Care Act and what it means for the future of health care in America.

There has been so much attention on getting the ACA website and exchanges up and running; we’re just beginning to unpack how dramatically it will influence the delivery of care.

Undoubtedly, our federal government plays a major role.

State and local governments also play an important and evolving role – from delivering and supporting long term care, to enhancing public health, to ensuring that our infrastructure is able to support the needs of a changing constituency, to serving as guinea pigs and laboratories for innovations in personal saving.

Unfortunately, while demand for government services is on the rise, federal and state budgets continue to suffer in the wake of the recession – and there are limited resources to go around.

AARP’s job is to make sure that our public officials make the best use of those resources.

Our job is to push them to champion new solutions that address new challenges.

Our job is to make sure that today’s older Americans – and tomorrow’s older Americans – are not ignored … are not forgotten … because we cannot allow ourselves to revert to a modern-day version of our founder Ethel Percy Andrus’ friend, who lived in a chicken coop.

At the same time, we need to create, and participate in, a real dialogue about intergenerational fairness.

There is a small – but very loud – group of opinion leaders in this country who have created a polarizing narrative about intergenerational warfare – about generations robbing other generations.

This is an overly simplistic and false picture.

Instead of helping us come together to solve our country’s problems, this narrative pushes us farther apart.

We need a conversation that reflects the complexities and nuances of how generations work together, live together, support one another:

… a conversation that considers that more than 6 in 10 grandparents provided financial assistance or monetary gifts to their grandchildren in the past five years;

… a conversation that recognizes that almost 3 in 10 adults between the ages of 40 and 59 are providing primary financial support to a child 18 years or older;

… a conversation that appreciates that the average family caregiver spends $5,531 or more in a year on expenses to care for their family member.

Clearly, older Americans and boomers are committed to family.

Their legacy is not to amass wealth or to take away from the health and prosperity of our nation – their legacy is to leave a positive, lasting impact on society for their kids, grandkids and future generations.

So absolutely, let’s talk about generations and intergenerational fairness – but let’s have a real conversation that reflects the real America that we all know.

With increasing demand and limited resources, we can expect added pressure on the social sector – nonprofits and charities alike – to help fill the gap.

Of course, nonprofits face the same squeeze as government: Resources are scarce.

And there will be even more pressure on organizations like AARP to bring resources together in a more efficient, more systemic way.

While nonprofits may be strapped for cash, there is some good news.

The aging of America has given us an enormous reservoir of volunteer talent – millions of individuals who bring decades of life and work experience, commitment and passion.

Boomers have the highest volunteer rate of any age group – indeed, more than 33 million people over the age of 45 volunteered their time and skills in 2012.

In order to take advantage of this talent, nonprofits will need to change the way they attract, train and retain their volunteers.

And they will need to redefine, renew and rethink volunteers for a new era.

There will be significant competition for this “army of useful citizens.”

AARP must continue to adapt, change and innovate in our quest for volunteers – because we cannot deliver on our mission without them.

As the nonprofit community looks at boomers and sees potential volunteers, businesses and marketers are finally starting to see potential customers.

And they would be remiss not to – because aging boomers represent a powerful opportunity.

Indeed, it’s hard to ignore the unprecedented, collective wealth of the boomers – which far surpasses any generation before them.

In 2010, disposable income for Americans 50-plus was over $3 trillion.

As a group, the over-50 crowd controls almost 80 percent of U.S. aggregate net worth.

Historically, businesses and marketers have chosen to target the younger in lieu of the older – Nielsen estimates that less than 5 percent of advertising dollars are geared to people 35-64.

But savvy businesses, investors and marketers are beginning to give older consumers the attention they deserve.

In boomers, they see a market opportunity – they see the “longevity economy.”

AARP’s challenge – indeed, our opportunity – is to figure out where we can put our stamp on the market, which will respond to the aging of America with our without us.

We must determine where we can influence, where we can insert ourselves, and how we can move the market to better serve our constituency.

Look at what we did with KB Home, one of the largest homebuilders in the nation.

We encouraged them to market a suite of products – which they call “simply living” – to bring greater attention to universal design features that help people age in place.

Sure, KB is a socially responsible company. But they’re also focused on the bottom line – and they recognize the power of the boomer market.

Of course, businesses will have to adapt in more ways than one – not just to market forces, but also to the changing nature of their workforce – and their role as employer.

Talent recruitment, management and development is a unifying factor that cuts across major institutions.

As the population ages, so too does the American workforce – whether it’s nurses, retail workers or, yes, even the New York Yankees …

Although some people will retire with decent pensions, many will continue to work.

Some will work because they want to, most because they have to – 50 percent of nonretired boomers have little confidence they will ever be able to retire.

In a nutshell, there’s a new word for retirement: It’s called “work.”

Just as the inclusion of women changed the workplace in the 20^th century, the aging population will certainly change the workplace in the 21^st century.

For the first time in modern history, the workplace spans four generations – with 20-year-olds working side-by-side with 70-year-olds.

And despite the pervasive myth about older workers taking away jobs, the truth is: There’s room for everyone.

In a report entitled “Are Aging Baby Boomers Squeezing Young Workers Out of Jobs?” the Center for Retirement Research found no evidence that increasing the employment of older persons reduces the job opportunities or wage rates of younger persons.

Boomers make up about one-third of the U.S. workforce, and employers must develop new policies and practices to meet the changing wants and needs of older workers – a highly educated, capable and sizable segment of the workforce.

And businesses must figure out how to offer more flexibility, as more and more people face caregiving responsibilities.

Some employers are ahead of the curve, because they recognize the value of an age-diverse workforce.

Unfortunately, some employers don’t share that sentiment.

Age discrimination remains a significant barrier to many older Americans who want to keep their jobs, or to get new jobs.

And yet, in our legal system, age is the easiest form of discrimination – which is why we’re working so hard to remedy the Supreme Court decision that made it almost impossible for victims of discrimination to have any kind of recourse.

And as we wage this fight, we continue to face significant resistance from the business lobby.

We want to level the playing field, because we believe that no one’s possibilities should ever be limited by their age.

AARP has a long history in the older worker arena – serving as a resource to both individuals and employers, and as an advocate for those folks who need an ally.

As we build out our new enterprise effort on work and jobs, we will look to replicate tried-and-true strategies, at the same time that we look for new ones.

And finally, I want to mention one more institution that spans public and private, for-profit and nonprofit – the built environment.

Just as people are aging in place, communities are also – by and large – aging in place.

Unlike Jerry Seinfeld’s parents who famously moved to Florida, today’s 50-plus are staying put – 83 percent of boomers expect to stay in the very same house when they retire.

In essence, they are opting for friends and grandkids over palm trees and putt-putt.

Cities and communities will be challenged with responding to the wants and needs of an age-diverse constituency.

Based on our research with Governing magazine, we know that states and communities are largely unprepared for the massive demographic shift.

Many people indicate that they lack the kind of access and proximity to the services they want and need as they get older, their homes are not conducive to aging in place, and they don’t have transit and transportation options to get around their community.

That said, there are pockets of progress and innovation across the country.

Communities – large and small – are taking action because it’s the right thing to do, and because it’s good for economic development.

Fortunately for AARP, we have been on the vanguard of this movement.

And I can safely say that we are the only organization that is making the connection between aging communities and livable communities.

So these are just five sectors – but we know that every part of our country and our economy will be impacted by, and play a role in, the aging of America.

From design to health care to education … no corner of society will go untouched.

At the same time that we look at major institutions, we can’t lose sight of the fact that some of the most interesting and innovative things are happening from the ground up.

When people don’t have access to societal or structural supports, they will create them.

Look at the growing number of Americans who are moving into group houses for mutual support – and I’m not talking about Jennifer Aniston and Courteney Cox. I’m talking about Bea Arthur and Betty White.

Look at what’s happened with the naturally occurring retirement communities, where neighbors are working with neighbors to ensure their community has the services and amenities that help them age in place.

And we’ve seen the power of the people through the explosion of crowdfunding. The company Kickstarter has already channeled more than $1 billion in pledges from 5.7 million donors to fund 135,000 creative projects.

Just as states and communities are laboratories for innovation, so too are the citizens – and volunteers! – who band together to bring about change.

In closing, I want you to know that AARP and our members are counting on all of you.

We have an ambitious agenda. We have so much that we need to deliver this year, next year and in the years to come.

Make no mistake. The challenges are great:

… individuals are not prepared for the future, and they are entering their 50s less financially secure;

… institutions are adapting at varying rates, with varying degrees of success;

… policies and programs are built for the 20^th century – not for 2020, 2030 and beyond.

And this is where AARP comes in.

We are at the nexus of the individual and the institution.

We have the experience, the resources, the clout and, most importantly, the leadership to play a pivotal role in the aging of America.

We must take advantage of opportunities to shape the conversation – to shape the market – to shape the policies and practices of government, businesses, employers and nonprofits alike.

At the same time, we must continue to develop new tools, new resources and new channels to help individuals navigate the opportunities and challenges that come with age.

When future historians look back on the first half of the 21^st century, they will judge today’s leaders on how we responded to the challenges, and seized the advantages, of our aging country for the benefit of today’s generations, and for generations to come.

And you all are those leaders.

I don’t believe there is any nonprofit – indeed, any organization in America – that has the opportunity we have to help society respond to the aging of our country.

And while demography may dictate part of our destiny, the rest is up to us.

I hope you have a wonderful few days.

Thank you.

Detroit-based Faygo, a fixture in the soft drink industry since 1907, is being sued for age discrimination by the grandson of one of the company’s founders.

Hugh Rosenthal, 70, says he lost his job as Faygo’s director of marketing two years ago simply because of his age. In a lawsuit filed in U.S. District Court, in which he seeks lost wages and damages, Rosenthal argues that if he’d been younger “he would not have been terminated.”

“I took so much pride in my work, knowing Grandfather would be proud of me,” Rosenthal told the Detroit Free Press. “And this is the thanks I get after 20 years?”

>> Get travel discounts with your AARP Member Advantages.

Rosenthal, who grew up working in Faygo’s syrup room and driving its delivery trucks, says he became aware of his impending termination in November 2011 by seeing his job posted on the website Careerbuilder.com. He says he was officially let go in July 2012 after being asked to train his replacement, a man half his age.

Joseph Golden, Rosenthal’s lawyer, disputes Faygo’s claim that Rosenthal was an independent contractor – and therefore not covered by the 1967 Age Discrimination in Employment Act. Golden argues that his client was a regular employee at Faygo and his coworkers were aware of that fact.

“I’d always wanted to work at Faygo,” Rosenthal told the Detroit Free Press. “It’s sort of in my blood.”

Faygo Beverages Inc. did not respond to an email requesting comment on the lawsuit.

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Photo: Dwight Burdette (Wikipedia)

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See the AARP home page for deals, savings tips, trivia and more

Pa’ Noi (Auntie Noi) retired from the public sector at age 60, and started working again at 65.

Pa’ Noi manages the neighborhood restaurant that my boyfriend, Joe, and I love here in Thailand, where I’m doing part of my master’s program in gerontology.

When we arrive, she greets and seats us, and patiently waits as we, the farangs (Thai for “foreigners”), fumble through our orders. When we finish, she brings us our check and our change, and she inevitably beats the busboys to a first swipe at our table.

Pa’ Noi is 71, and she’s great at her job. And yet, sometimes customers complain.

“They ask why we hire older people,” the owner, Pa’ Noi’s niece, told us recently. “We explain that it’s a family business, and it’s good for her to be here with us and stay financially independent.”

Age discrimination in the workplace is not a foreign concept in the United States. But having to justify the presence of an older worker? It felt more unfamiliar than the menu.

>> 10 Growing Job Fields

The customers’ comments and the perspectives that fuel them may trickle down from the law. In Thailand, mandatory retirement starts at age 60 for public sector employees, meaning people who work for the government or government-operated institutions, such as public schools. That also includes employees at mainstream businesses, such as cellphone companies. Many private sector jobs also specify retirement ages — often around 60, too — in their contracts.

In the United States, retirement is typically a personal decision. Unless you’re a pilot or a police officer, or you’re in one of a handful of other careers that require individuals to step down once they reach a certain age, you decide when to retire, based on your own timeline and financial situation. It’s a right we rarely pause to recognize, perhaps because the law protecting it — the Age Discrimination in Employment Act — was passed in 1967, long before many boomers even had summer jobs.

How we retire is another freedom many Americans enjoy. Life on the other side of a 9-to-5 can be a life reimagined. It’s socially acceptable, and some might even say desirable, to take on new post-retirement roles. A former business executive may decide to work part time at a flower shop. A teacher might pick up hours as a tutor or a consultant.

>> Get travel discounts with your AARP Member Advantages.

But in many Eastern cultures, the idea of recareering doesn’t quite translate. In Thailand, stable jobs that pay well are typically in the public sector, reserved for people younger than 60. A post-retirement gig, then, is likely a “lower level” job, which doesn’t sit well with many adult children who presume outsiders will think they have failed their parents. That’s because Thai adult children have long been a main source of income for their older parents. Working in a family business, though, as Pa’ Noi does, is considered OK.

Scholars in Thailand are encouraging lawmakers to extend the mandatory retirement age beyond 60. It’s a step toward giving experienced workers a choice to continue their careers, if they want to. And it’s a step toward changing attitudes about what’s possible as we age.

Photo credit: Laura Hahn

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Every new year brings new resolutions — exercise more, eat a healthier balanced diet and maybe even travel to new countries are a few of the common goals individuals set out for themselves when starting a fresh year. For 2016, there is another popular goal on many Americans’ to-do lists — find a new job.

In a recent Experiences with Work survey by AARP, 4 in 10 experienced workers between the ages of 35-64 may be on the lookout for new career opportunities this year. Survey results showed that 74 percent of respondents are seeking a new job for more money, 30 percent would like more enjoyable work and 28 percent want better health benefits.

Subscribe to the AARP Money Newsletter for more on work, retirement and finances

According to Jeanie Ahn of Yahoo Finance News, fear of age discrimination is a common obstacle older workers face when re-entering the work force. However, having years of experience with different jobs and clients is ideally an advantage, says Anne Holub in a Time Money article.

For those who haven’t searched for a new job in years, the process can be intimidating. AARP Senior Vice President Jean Setzfand says that it’s key to establish a social media presence in the digital age, particularly on LinkedIn, where employers often seek new hires.  Job seekers should also refresh their skills and utilize both professional and personal networks when on the hunt.

Upon successfully landing an interview, Setzfand advises job seekers to follow the C.A.R method:

• Challenges: Outline some of the professional challenges you’ve faced in your career
• Actions: Talk about the actions you took to address those challenges
• Results: Tell the employer what you’ve done to produce results in the workplace

“These are the ways you can present yourself and your skill sets both on your résumé and in the interview,” says Setzfand.

Click here to view the embedded video.

Get discounts on financial services from trusted companies — AARP Member Advantages

Additionally, you should focus on three or four major areas of expertise and be prepared to discuss a successful major project within each of those areas. In a NextAvenue.org article on how to impress a job interviewer, Nancy Collamer says that job seekers should research the specific needs of an employer in order to know what skills can be applied to a position.

Remember that a well-crafted thank you letter – sent by email or snail mail – provides you with an additional opportunity to discuss the professional results you’ve achieved, and your suitability for – and avid interest in – the position. Good luck!

For more information, resources and tools, visit AARP Work & Jobs: www.AARP.org/Work

Photo: radio82/iStock

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This summer AARP Academy is hosting job search webinars to help you land your next great gig. Sessions will help teach you how to find the jobs that fit your skills and experience, craft your résumé so that it conveys your ability to do the job and sell yourself in the interview. Featured webinars start this month and conclude in August (June 14 — available on-demand — July 21 and Aug. 9). They lead up to AARP’s Virtual Career Fair on Sept. 20. Experts will introduce you to tools and strategies that will also help prepare you to chat online with employers at the fair.

Not long ago, I wrote about how searching for a job has changed over time, particularly if you haven’t had to look in a while. Job hunting is more complicated now, and your approach must be more systematic. Here are some tips to consider.

Target your search by seeking companies interested in people that fit your skills and experience.  Research what they do and where they have offices. Network and find someone who works there or who knows someone employed with the company. LinkedIn is great for this. Track the applications you submit. Use a spreadsheet that lists the company name, position applied for, application date and perhaps a link to the résumé you submitted.  Company A may not call you for several months, but when they do, you can refer back to your spreadsheet as a reminder of what you applied for.

Stand out by allowing your cover letter and resumé to speak for you. Be sure to use keywords that show that your accomplishments speak to the job description. You may need to alter your résumé for each position you apply for to ensure it really speaks to that job. It only takes recruiters a matter of minutes to skim a résumé  and determine if they will invite you to an interview.

Nail the Interview. When it comes to landing that ideal job, you have to be a little better to beat the competition. It goes without saying that the interview is your final opportunity to sell yourself. Do your research. If you have the hiring manager or interviewer’s name, look at their LinkedIn page or Google them to learn a bit about them. Review your answers to standard interview questions and write down a list of questions you want to ask. And again, if you know someone who works there, reach out to them to find out what you need to know and anything specifically you need to prepare for.

Need more help? The AARP Academy has online courses and a host of webinars. Also check out AARP Work and Jobs, where you will find job search tools, articles and quizzes on how to stay competitive, network and even start a small business.

AARP helps people turn their goals and dreams into real possibilities, strengthens communities and fights for and equips Americans 50 and older to live their best lives. Discover all the ways AARP can help you, your family and your community at AARP.

Photo: AARP

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Do you have a plan to recession-proof your life? A growing number of workers age 50-plus do, and it involves turning interests, hobbies or skills into a small business.

Many older workers are using decades of experience and business connections to become their own bosses. These “encore entrepreneurs” bring to the effort a lifetime of knowledge. And their numbers are on the rise. in fact, from 1996 to 2012, Americans ages 55 to 64 had a higher rate of entrepreneurial activity than those ages 20 to 34.

In a new book The Economy of You, Kimberly Palmer writes about turning interests into a back-up plan to recession-proof your life. “In a world of zero job security and ever-increasing financial pressure, how can we guarantee success for ourselves and our families? The answer became increasingly obvious: We must actively create multiple ways of earning money through entrepreneurial pursuits.”

The author shares inspiring stories of people who turned avocations into vocations. A retired teacher in her mid-60s turned her long-time hobby into a business, and now designs scarves and ties. A former police officer developed a website for retired law enforcement colleagues to advertise their services for everything from legal expertise to handyman work. And an inventor used his down-time to develop a successful new baby product.

AARP has been connecting experienced workers to job resources and entrepreneurial opportunities and education for quite some time.

Most recently, we’ve been collaborating with the U.S. Small Business Administration to bring counseling and educational resources to the 50-plus population through in-person workshops, online training and one-to-one mentoring.

During Encore Entrepreneur Mentor Month this April, AARP and SBA will host programs nationwide to help those who are considering starting or expanding a small business. We’ll cover things like writing a business plan, securing financing, marketing new ventures and more.  To learn more, visit the project’s Start a Business page.

You can also view a series of free on-demand one-hour webinars on small business ownership here. And AARP is pleased to sponsor Black Enterprise Small Business University; learn more on our AARP Black Community page.

Cheers to encore entrepreneurs!

Photo: kupicoo/iStockphoto

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If you think women work from home more than men, maybe helping a child with homework after school or cooking dinner in between phone conferences, you’d be mistaken.

More men telework and more women spend time in the office. And of those who work remotely, about 1 in 3 have no children, according to a myth-busting report released this week by the Madison, N.J., consultancy Flex+Strategy Group / Work+Life Fit Inc.

The researchers surveyed 556 full-time employees in December to analyze new work trends, including where work gets done.

Among the findings:

• About 1 in 3 do most of their work away from the office, such as at home or in coffee shops.
• About 75 percent of teleworkers are men.
• Almost half of teleworkers say they’re more likely to get training or guidance about work and life balance versus 35 percent of office workers.

Now to the age factor. Contrary to what you might think, a majority of older folks are not working from home. In fact, it’s pretty even across the board. About 30 percent of remote workers are boomers (age 50-plus) or Gen Xers (ages 30 to 49); 35 percent are in Generation Y (ages 18 to 29), the researchers said.

Many companies that offer flexible work arrangements find that it gives them an edge in recruiting and retaining employees. In Staying Ahead of the Curve 2013: The AARP Work and Career Study, workers cited a flexible schedule (72 percent), an opportunity to work part time (48 percent) and the ability to work from home (36 percent) as essential parts of an ideal job.

Photo: CelesteH/flickr

The post Guess Who’s Working From Home? appeared first on AARP.

Nancy LeaMond

AARP Executive Vice President Nancy LeaMond delivered the following speech on the impact of an aging America on individuals and institutions in an address to AARP staff and volunteers this morning:

Impact of an Aging America on Major Institutions

Good morning. Welcome to the 2014 State & National Group Leadership Summit.

And a special welcome to the staff and volunteers who traveled from every corner of the country – and beyond – to be here this week.

I’d like to begin my remarks by talking a little about disruption – something you’re going to hear about during this summit.

These days, you can’t pick up an industry publication, attend a conference, or follow your Twitter feed without hearing about the disruption economy … technology disruption … business disruption … social disruption …

I recently heard someone use the term ‘disruptive disruption’ … what does that even mean?

As Judith Shulevitz of the New Republic said:

Sometimes buzzwords become so pervasive, they’re almost inaudible – which is when we need to start listening to them … disruptive is like that.

In our fast-moving, fast-changing and unpredictable world, there are disruptive events that have an outsize influence on the way we live, the way we work.

And nobody knows this better than all of you.

Because AARP is at the epicenter of one of the most disruptive events of our time – the aging of America.

On Jan. 1, 1946, the first of 78 million baby boomers was born … and on January 2011, those boomers began turning 65 – representing the most significant demographic shift in our nation’s history.

Every seven seconds, someone turns 50 … 12,500 people every day.

By 2030, 1 in 3 Americans will be over the age of 50 – and the 65-plus population will double to 72 million.

And this isn’t a passing trend.

When you look at the sheer numbers of boomers, Gen Xers and the millennials behind them – and when you consider how long these folks will live – simply put, America will be an older country from here on out.

Think of the magnitude of this shift for AARP.

Today, our 50-plus constituency is 109 million strong.

In just 15 years, the number of people 50-plus will increase to 132 million!!

As America grows older, it will be a different kind of older – different than previous generations.

For one, the face of aging literally looks different.

While the Silent Generation was by and large homogenous, not so for the generations that followed.

According to the latest Census, the 65-plus population will nearly double to 40 percent minority in 2050.

Another significant difference between us and our forebears is that we’re living longer – the average life expectancy in the U.S. is up to 78 years, a full 13 years beyond traditional retirement age.

Rather than just lengthening extreme old age, the 30 years we’ve added to our lifespans in the past century resulted in a much longer middle age – meaning that we’re adding healthy years, not debilitated ones.

We’ve even developed a new mindset about aging – it’s called denial.

As Nora Ephron said: “There’s a reason why forty, fifty, and sixty don’t look the way they used to – and it’s not because of feminism, or better living through exercise. It’s because of hair dye.”

Amid this great age wave, society is responding, adapting and changing – creating new rules and placing new expectations on people, on families.

Individuals have to figure out what to do with the two or three decades that their grandparents didn’t have.

You could say that this is the era of the individual – when everyone gets to be “CEO of my life.”

In some ways, this is a luxury. But in many ways, it’s also a burden.

More and more, there is increased responsibility on people to navigate this new life stage:

… from figuring out how to make limited retirement savings last;

… to understanding an increasingly complicated health care system;

… to reinventing themselves to stay relevant and wanted in the workplace – at a time when age discrimination is prevalent.

… to serving as an emotional adviser, caregiver and financial resource to children, parents and grandparents.

It goes without saying that the aging of the United States has significant implications for the people we represent, and enormous consequences for our organization – because AARP’s agenda, and our entire body of work, is devoted to improving society so that people can age with dignity, with independence and with purpose.

In SNG, we live and breathe these demographics.

We see the statistics of demography come to life in our everyday work, and through the individuals who engage with us.

They come to our programs. They support our advocacy. They volunteer with us. They raise their voices. They tell us what they want and what they need.

At AARP, we know the issues – and the people – intimately.

And we know that the aging of America – indeed, this new way of aging – will have profound implications for society – not just for individuals, but also for major institutions.

Just look at the institution of government – which has been deeply involved in the business of aging ever since Social Security was created in 1935.

The sheer numbers of boomers will present challenges to Social Security, Medicare and Medicaid – programs that are central to the health and retirement security of millions of older Americans.

For four years – since Simpson and Bowles issued their report in 2010 – Washington has been locked in a pernicious conversation, with a frame that is born of spreadsheets and numbers

… a frame that ignores the economic struggles of so many Americans; a frame that pits generation against generation.

Through You’ve Earned a Say, we’ve been pushing for a different conversation – about real people and their families.

We need to talk about quality of life, about empowerment and support.

For Social Security, we need a debate with all decision makers around the table – Republicans, Democrats and the president.

The debate should focus on responsible solutions that will keep the promise to current seniors, and strengthen the program for future generations.

At the same time, we need a broader debate about what it will take to ensure that people have financial security and savings for their 70s, their 80s, their 90s.

It’s not just about making it to retirement. It’s about making it through retirement.

Health care will be more complicated.

The rapidly increasing number of older Americans has far-reaching implications for our nation’s public health system – and will place unprecedented demands on the provision of health care and aging-related services.

Medicare is obviously critical for more than 50 million beneficiaries – but it’s also a key indicator and driver for the entire health care system.

We must stabilize Medicare for future generations, continue to look for efficiencies and opportunities to drive down costs, and keep the promise we’ve made to seniors by pushing for responsible, commonsense solutions.

At the same time, we need to better understand the Affordable Care Act and what it means for the future of health care in America.

There has been so much attention on getting the ACA website and exchanges up and running; we’re just beginning to unpack how dramatically it will influence the delivery of care.

Undoubtedly, our federal government plays a major role.

State and local governments also play an important and evolving role – from delivering and supporting long term care, to enhancing public health, to ensuring that our infrastructure is able to support the needs of a changing constituency, to serving as guinea pigs and laboratories for innovations in personal saving.

Unfortunately, while demand for government services is on the rise, federal and state budgets continue to suffer in the wake of the recession – and there are limited resources to go around.

AARP’s job is to make sure that our public officials make the best use of those resources.

Our job is to push them to champion new solutions that address new challenges.

Our job is to make sure that today’s older Americans – and tomorrow’s older Americans – are not ignored … are not forgotten … because we cannot allow ourselves to revert to a modern-day version of our founder Ethel Percy Andrus’ friend, who lived in a chicken coop.

At the same time, we need to create, and participate in, a real dialogue about intergenerational fairness.

There is a small – but very loud – group of opinion leaders in this country who have created a polarizing narrative about intergenerational warfare – about generations robbing other generations.

This is an overly simplistic and false picture.

Instead of helping us come together to solve our country’s problems, this narrative pushes us farther apart.

We need a conversation that reflects the complexities and nuances of how generations work together, live together, support one another:

… a conversation that considers that more than 6 in 10 grandparents provided financial assistance or monetary gifts to their grandchildren in the past five years;

… a conversation that recognizes that almost 3 in 10 adults between the ages of 40 and 59 are providing primary financial support to a child 18 years or older;

… a conversation that appreciates that the average family caregiver spends $5,531 or more in a year on expenses to care for their family member.

Clearly, older Americans and boomers are committed to family.

Their legacy is not to amass wealth or to take away from the health and prosperity of our nation – their legacy is to leave a positive, lasting impact on society for their kids, grandkids and future generations.

So absolutely, let’s talk about generations and intergenerational fairness – but let’s have a real conversation that reflects the real America that we all know.

With increasing demand and limited resources, we can expect added pressure on the social sector – nonprofits and charities alike – to help fill the gap.

Of course, nonprofits face the same squeeze as government: Resources are scarce.

And there will be even more pressure on organizations like AARP to bring resources together in a more efficient, more systemic way.

While nonprofits may be strapped for cash, there is some good news.

The aging of America has given us an enormous reservoir of volunteer talent – millions of individuals who bring decades of life and work experience, commitment and passion.

Boomers have the highest volunteer rate of any age group – indeed, more than 33 million people over the age of 45 volunteered their time and skills in 2012.

In order to take advantage of this talent, nonprofits will need to change the way they attract, train and retain their volunteers.

And they will need to redefine, renew and rethink volunteers for a new era.

There will be significant competition for this “army of useful citizens.”

AARP must continue to adapt, change and innovate in our quest for volunteers – because we cannot deliver on our mission without them.

As the nonprofit community looks at boomers and sees potential volunteers, businesses and marketers are finally starting to see potential customers.

And they would be remiss not to – because aging boomers represent a powerful opportunity.

Indeed, it’s hard to ignore the unprecedented, collective wealth of the boomers – which far surpasses any generation before them.

In 2010, disposable income for Americans 50-plus was over $3 trillion.

As a group, the over-50 crowd controls almost 80 percent of U.S. aggregate net worth.

Historically, businesses and marketers have chosen to target the younger in lieu of the older – Nielsen estimates that less than 5 percent of advertising dollars are geared to people 35-64.

But savvy businesses, investors and marketers are beginning to give older consumers the attention they deserve.

In boomers, they see a market opportunity – they see the “longevity economy.”

AARP’s challenge – indeed, our opportunity – is to figure out where we can put our stamp on the market, which will respond to the aging of America with our without us.

We must determine where we can influence, where we can insert ourselves, and how we can move the market to better serve our constituency.

Look at what we did with KB Home, one of the largest homebuilders in the nation.

We encouraged them to market a suite of products – which they call “simply living” – to bring greater attention to universal design features that help people age in place.

Sure, KB is a socially responsible company. But they’re also focused on the bottom line – and they recognize the power of the boomer market.

Of course, businesses will have to adapt in more ways than one – not just to market forces, but also to the changing nature of their workforce – and their role as employer.

Talent recruitment, management and development is a unifying factor that cuts across major institutions.

As the population ages, so too does the American workforce – whether it’s nurses, retail workers or, yes, even the New York Yankees …

Although some people will retire with decent pensions, many will continue to work.

Some will work because they want to, most because they have to – 50 percent of nonretired boomers have little confidence they will ever be able to retire.

In a nutshell, there’s a new word for retirement: It’s called “work.”

Just as the inclusion of women changed the workplace in the 20^th century, the aging population will certainly change the workplace in the 21^st century.

For the first time in modern history, the workplace spans four generations – with 20-year-olds working side-by-side with 70-year-olds.

And despite the pervasive myth about older workers taking away jobs, the truth is: There’s room for everyone.

In a report entitled “Are Aging Baby Boomers Squeezing Young Workers Out of Jobs?” the Center for Retirement Research found no evidence that increasing the employment of older persons reduces the job opportunities or wage rates of younger persons.

Boomers make up about one-third of the U.S. workforce, and employers must develop new policies and practices to meet the changing wants and needs of older workers – a highly educated, capable and sizable segment of the workforce.

And businesses must figure out how to offer more flexibility, as more and more people face caregiving responsibilities.

Some employers are ahead of the curve, because they recognize the value of an age-diverse workforce.

Unfortunately, some employers don’t share that sentiment.

Age discrimination remains a significant barrier to many older Americans who want to keep their jobs, or to get new jobs.

And yet, in our legal system, age is the easiest form of discrimination – which is why we’re working so hard to remedy the Supreme Court decision that made it almost impossible for victims of discrimination to have any kind of recourse.

And as we wage this fight, we continue to face significant resistance from the business lobby.

We want to level the playing field, because we believe that no one’s possibilities should ever be limited by their age.

AARP has a long history in the older worker arena – serving as a resource to both individuals and employers, and as an advocate for those folks who need an ally.

As we build out our new enterprise effort on work and jobs, we will look to replicate tried-and-true strategies, at the same time that we look for new ones.

And finally, I want to mention one more institution that spans public and private, for-profit and nonprofit – the built environment.

Just as people are aging in place, communities are also – by and large – aging in place.

Unlike Jerry Seinfeld’s parents who famously moved to Florida, today’s 50-plus are staying put – 83 percent of boomers expect to stay in the very same house when they retire.

In essence, they are opting for friends and grandkids over palm trees and putt-putt.

Cities and communities will be challenged with responding to the wants and needs of an age-diverse constituency.

Based on our research with Governing magazine, we know that states and communities are largely unprepared for the massive demographic shift.

Many people indicate that they lack the kind of access and proximity to the services they want and need as they get older, their homes are not conducive to aging in place, and they don’t have transit and transportation options to get around their community.

That said, there are pockets of progress and innovation across the country.

Communities – large and small – are taking action because it’s the right thing to do, and because it’s good for economic development.

Fortunately for AARP, we have been on the vanguard of this movement.

And I can safely say that we are the only organization that is making the connection between aging communities and livable communities.

So these are just five sectors – but we know that every part of our country and our economy will be impacted by, and play a role in, the aging of America.

From design to health care to education … no corner of society will go untouched.

At the same time that we look at major institutions, we can’t lose sight of the fact that some of the most interesting and innovative things are happening from the ground up.

When people don’t have access to societal or structural supports, they will create them.

Look at the growing number of Americans who are moving into group houses for mutual support – and I’m not talking about Jennifer Aniston and Courteney Cox. I’m talking about Bea Arthur and Betty White.

Look at what’s happened with the naturally occurring retirement communities, where neighbors are working with neighbors to ensure their community has the services and amenities that help them age in place.

And we’ve seen the power of the people through the explosion of crowdfunding. The company Kickstarter has already channeled more than $1 billion in pledges from 5.7 million donors to fund 135,000 creative projects.

Just as states and communities are laboratories for innovation, so too are the citizens – and volunteers! – who band together to bring about change.

In closing, I want you to know that AARP and our members are counting on all of you.

We have an ambitious agenda. We have so much that we need to deliver this year, next year and in the years to come.

Make no mistake. The challenges are great:

… individuals are not prepared for the future, and they are entering their 50s less financially secure;

… institutions are adapting at varying rates, with varying degrees of success;

… policies and programs are built for the 20^th century – not for 2020, 2030 and beyond.

And this is where AARP comes in.

We are at the nexus of the individual and the institution.

We have the experience, the resources, the clout and, most importantly, the leadership to play a pivotal role in the aging of America.

We must take advantage of opportunities to shape the conversation – to shape the market – to shape the policies and practices of government, businesses, employers and nonprofits alike.

At the same time, we must continue to develop new tools, new resources and new channels to help individuals navigate the opportunities and challenges that come with age.

When future historians look back on the first half of the 21^st century, they will judge today’s leaders on how we responded to the challenges, and seized the advantages, of our aging country for the benefit of today’s generations, and for generations to come.

And you all are those leaders.

I don’t believe there is any nonprofit – indeed, any organization in America – that has the opportunity we have to help society respond to the aging of our country.

And while demography may dictate part of our destiny, the rest is up to us.

I hope you have a wonderful few days.

Thank you.

The post Impact of an Aging America on Individuals and Institutions appeared first on AARP.

Detroit-based Faygo, a fixture in the soft drink industry since 1907, is being sued for age discrimination by the grandson of one of the company’s founders.

Hugh Rosenthal, 70, says he lost his job as Faygo’s director of marketing two years ago simply because of his age. In a lawsuit filed in U.S. District Court, in which he seeks lost wages and damages, Rosenthal argues that if he’d been younger “he would not have been terminated.”

“I took so much pride in my work, knowing Grandfather would be proud of me,” Rosenthal told the Detroit Free Press. “And this is the thanks I get after 20 years?”

>> Get travel discounts with your AARP Member Advantages.

Rosenthal, who grew up working in Faygo’s syrup room and driving its delivery trucks, says he became aware of his impending termination in November 2011 by seeing his job posted on the website Careerbuilder.com. He says he was officially let go in July 2012 after being asked to train his replacement, a man half his age.

Joseph Golden, Rosenthal’s lawyer, disputes Faygo’s claim that Rosenthal was an independent contractor – and therefore not covered by the 1967 Age Discrimination in Employment Act. Golden argues that his client was a regular employee at Faygo and his coworkers were aware of that fact.

“I’d always wanted to work at Faygo,” Rosenthal told the Detroit Free Press. “It’s sort of in my blood.”

Faygo Beverages Inc. did not respond to an email requesting comment on the lawsuit.

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Photo: Dwight Burdette (Wikipedia)

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See the AARP home page for deals, savings tips, trivia and more

The post Faygo Sued for Age Discrimination – by Founder’s Grandson appeared first on AARP.

Pa’ Noi (Auntie Noi) retired from the public sector at age 60, and started working again at 65.

Pa’ Noi manages the neighborhood restaurant that my boyfriend, Joe, and I love here in Thailand, where I’m doing part of my master’s program in gerontology.

When we arrive, she greets and seats us, and patiently waits as we, the farangs (Thai for “foreigners”), fumble through our orders. When we finish, she brings us our check and our change, and she inevitably beats the busboys to a first swipe at our table.

Pa’ Noi is 71, and she’s great at her job. And yet, sometimes customers complain.

“They ask why we hire older people,” the owner, Pa’ Noi’s niece, told us recently. “We explain that it’s a family business, and it’s good for her to be here with us and stay financially independent.”

Age discrimination in the workplace is not a foreign concept in the United States. But having to justify the presence of an older worker? It felt more unfamiliar than the menu.

>> 10 Growing Job Fields

The customers’ comments and the perspectives that fuel them may trickle down from the law. In Thailand, mandatory retirement starts at age 60 for public sector employees, meaning people who work for the government or government-operated institutions, such as public schools. That also includes employees at mainstream businesses, such as cellphone companies. Many private sector jobs also specify retirement ages — often around 60, too — in their contracts.

In the United States, retirement is typically a personal decision. Unless you’re a pilot or a police officer, or you’re in one of a handful of other careers that require individuals to step down once they reach a certain age, you decide when to retire, based on your own timeline and financial situation. It’s a right we rarely pause to recognize, perhaps because the law protecting it — the Age Discrimination in Employment Act — was passed in 1967, long before many boomers even had summer jobs.

How we retire is another freedom many Americans enjoy. Life on the other side of a 9-to-5 can be a life reimagined. It’s socially acceptable, and some might even say desirable, to take on new post-retirement roles. A former business executive may decide to work part time at a flower shop. A teacher might pick up hours as a tutor or a consultant.

>> Get travel discounts with your AARP Member Advantages.

But in many Eastern cultures, the idea of recareering doesn’t quite translate. In Thailand, stable jobs that pay well are typically in the public sector, reserved for people younger than 60. A post-retirement gig, then, is likely a “lower level” job, which doesn’t sit well with many adult children who presume outsiders will think they have failed their parents. That’s because Thai adult children have long been a main source of income for their older parents. Working in a family business, though, as Pa’ Noi does, is considered OK.

Scholars in Thailand are encouraging lawmakers to extend the mandatory retirement age beyond 60. It’s a step toward giving experienced workers a choice to continue their careers, if they want to. And it’s a step toward changing attitudes about what’s possible as we age.

Photo credit: Laura Hahn

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The post In Thailand, Retirement Is Not Always a Choice appeared first on AARP.

Every new year brings new resolutions — exercise more, eat a healthier balanced diet and maybe even travel to new countries are a few of the common goals individuals set out for themselves when starting a fresh year. For 2016, there is another popular goal on many Americans’ to-do lists — find a new job.

In a recent Experiences with Work survey by AARP, 4 in 10 experienced workers between the ages of 35-64 may be on the lookout for new career opportunities this year. Survey results showed that 74 percent of respondents are seeking a new job for more money, 30 percent would like more enjoyable work and 28 percent want better health benefits.

Enter to win a Volvo V60 Cross Country, a national parks vacation for two and more.

According to Jeanie Ahn of Yahoo Finance News, fear of age discrimination is a common obstacle older workers face when re-entering the work force. However, having years of experience with different jobs and clients is ideally an advantage, says Anne Holub in a Time Money article.

For those who haven’t searched for a new job in years, the process can be intimidating. AARP Senior Vice President Jean Setzfand says that it’s key to establish a social media presence in the digital age, particularly on LinkedIn, where employers often seek new hires.  Job seekers should also refresh their skills and utilize both professional and personal networks when on the hunt.

Upon successfully landing an interview, Setzfand advises job seekers to follow the C.A.R method:

• Challenges: Outline some of the professional challenges you’ve faced in your career
• Actions: Talk about the actions you took to address those challenges
• Results: Tell the employer what you’ve done to produce results in the workplace

“These are the ways you can present yourself and your skill sets both on your résumé and in the interview,” says Setzfand.

Get discounts on financial services from trusted companies — AARP Member Advantages

Additionally, you should focus on three or four major areas of expertise and be prepared to discuss a successful major project within each of those areas. In a NextAvenue.org article on how to impress a job interviewer, Nancy Collamer says that job seekers should research the specific needs of an employer in order to know what skills can be applied to a position.

Remember that a well-crafted thank you letter – sent by email or snail mail – provides you with an additional opportunity to discuss the professional results you’ve achieved, and your suitability for – and avid interest in – the position. Good luck!

For more information, resources and tools, visit AARP Work & Jobs: www.AARP.org/Work

Photo: radio82/iStock

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See the AARP home page for deals, savings tips, trivia and more.

The post Switching Gears: Tips for Finding a New Job in 2016 appeared first on AARP.

This summer AARP Academy is hosting job search webinars to help you land your next great gig. Sessions will help teach you how to find the jobs that fit your skills and experience, craft your résumé so that it conveys your ability to do the job and sell yourself in the interview. Featured webinars start this month and conclude in August (June 14 — available on-demand — July 21 and Aug. 9). They lead up to AARP’s Virtual Career Fair on Sept. 20. Experts will introduce you to tools and strategies that will also help prepare you to chat online with employers at the fair.

Not long ago, I wrote about how searching for a job has changed over time, particularly if you haven’t had to look in a while. Job hunting is more complicated now, and your approach must be more systematic. Here are some tips to consider.

Target your search by seeking companies interested in people that fit your skills and experience.  Research what they do and where they have offices. Network and find someone who works there or who knows someone employed with the company. LinkedIn is great for this. Track the applications you submit. Use a spreadsheet that lists the company name, position applied for, application date and perhaps a link to the résumé you submitted.  Company A may not call you for several months, but when they do, you can refer back to your spreadsheet as a reminder of what you applied for.

Stand out by allowing your cover letter and resumé to speak for you. Be sure to use keywords that show that your accomplishments speak to the job description. You may need to alter your résumé for each position you apply for to ensure it really speaks to that job. It only takes recruiters a matter of minutes to skim a résumé  and determine if they will invite you to an interview.

Nail the Interview. When it comes to landing that ideal job, you have to be a little better to beat the competition. It goes without saying that the interview is your final opportunity to sell yourself. Do your research. If you have the hiring manager or interviewer’s name, look at their LinkedIn page or Google them to learn a bit about them. Review your answers to standard interview questions and write down a list of questions you want to ask. And again, if you know someone who works there, reach out to them to find out what you need to know and anything specifically you need to prepare for.

Need more help? The AARP Academy has online courses and a host of webinars. Also check out AARP Work and Jobs, where you will find job search tools, articles and quizzes on how to stay competitive, network and even start a small business.

AARP helps people turn their goals and dreams into real possibilities, strengthens communities and fights for and equips Americans 50 and older to live their best lives. Discover all the ways AARP can help you, your family and your community at AARP.

Photo: AARP

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The post AARP Academy Launches Job Search Summer Series appeared first on AARP.

Employment overview

While many employment indicators for the 55+ were unchanged from June, the July 2017 Employment Situation Report from the Bureau of Labor Statistics showed that more people ages 55+ were employed and a lower percentage of jobseekers ages 55+ were experiencing long-term unemployment.  Overall, the economy added 209,000 jobs in July, down from 231,000 (revised) in June.  The unemployment rate for those ages 55 and older was virtually unchanged at 3.2 percent with 1.2 million of the 55+ unemployed.  The labor force participation rate for the 55+ was also unchanged at 40.1 percent.

Spotlight on employee tenure

With unemployment at a 16-year low and many employers concerned about skills shortages, organizations are putting a renewed emphasis on retaining their best employees for as long as possible. An attribute often ascribed to older workers is employer loyalty, best expressed through longer job tenure.  BLS data has shown that older workers do indeed stay with their employers longer compared with their younger counterparts. The most recent data on overall median tenure (the point at which half of all wage and salary workers had more tenure and half had less tenure) was 4.2 years in January 2016. This was a decline from 4.6 years in January 2014.

Median tenure of workers ages 55 to 64 was 10.1 years, more than three times that of workers ages 25 to 34 (2.8 years). A greater percentage of older workers also had been with their employers for at least a decade compared with younger workers. Workers ages 60 to 64 were particularly likely to have long tenures. Fifty-five percent of workers in this age range were with their employers for a decade or more.  Meanwhile, only 13 percent of workers ages 30 to 34 and 24 percent of workers ages 35 to 39 had tenures of 10 years or more.

Many factors can influence job tenures. Education levels appear to influence tenure, with individuals with lower levels of education typically also having lower median tenures.  The industry and occupational mix within the economy can also be a factor. For example, public sector workers, which are more likely to include older individuals, had more than double the median tenure of private-sector workers in 2016. Further, workers in management, professional, and related occupations had the highest median tenure, at 5.1 years, while food service workers had the lowest median tenure, at only 1.9 years. Other factors beyond the worker’s control, like widespread layoffs that change with the business cycle, can affect job tenures as well.

Because longer tenure is associated with age, the aging of the workforce could influence tenure rates in the years ahead.

For more details on this month’s employment numbers, check out the July Employment Data Digest, PPI’s monthly review of job trends for those ages 55 and over.

Jen Schramm is a senior strategic policy adviser at the AARP Public Policy Institute. As part of the Financial Security Team, she identifies policy challenges and opportunities related to workers age 50 and above. Through research and analyses of emerging employment trends, she develops policy options to inform AARP’s strategy on work and jobs, including helping older workers find and retain jobs.

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