Fears and empathy

The older we get, the younger our bosses and superiors tend to be. This can lead to conflicts and trigger anxieties on the employer's side. This realization shows that the attitude of older people also needs to adapt in this context. Often, it's hard to believe that an older applicant isn't necessarily looking to launch their ultimate career, but simply wants to pass on their experience. This is a completely natural, human need. It's particularly worthwhile to address this during self-presentation and present it as an added value. A younger boss shouldn't feel threatened by potential competition, but rather appreciate the added composure and stability. In this way, the situation can be an opportunity for everyone involved.

Prejudices and stumbling blocks

As you can see, the older generation still has to contend with prejudice. Unfortunately, this persists in the minds of society, and especially in the minds of decision-makers in the business world. However, when someone turns 50 today, they represent a new generation. They don't think and act like the "baby boomers," without meaning to be judgmental. Particularly in the digital sphere, we often observe expanded skills. Many young people, by the way, are also finding it increasingly difficult to navigate this increasingly digital world. The supposed gap between young and old is, in some cases, actually narrowing. The fact that more and more young people are suffering from burnout and, among other things, need to be rehabilitated by temporary employment agencies, gives us all pause for thought. The media, too, has portrayed the topic of "50 in the job market" as a victim. We should put this into perspective and reorient ourselves.

Prevention of success

Entrenched prejudices remain stumbling blocks for this "generation of mature youth." Time is literally running out for them. It's not, as is often claimed, that older job seekers can't find work anymore, but it simply takes longer. And the older someone is, the more difficult it becomes to find a suitable position. Mental and psychological factors take their toll, and many lose their courage and belief in their chances of success. Health limitations can also arise. This is where targeted, expert, and innovative support is needed. The focus should be on what one has, not what one lacks. The task is clear: We must make the most of what we have and not get in our own way.

Market participants

Labor market integration requires new thinking and action. Today, one must not only possess entrepreneurial understanding but also effectively position oneself as a market participant. A concrete offer must be presented that a job seeker can identify with. A clear understanding and definition of one's own hard and soft skills is essential. The uniqueness of such a "provider" must be clearly highlighted with a unique selling proposition (USP). In this way, a job seeker can present themselves as a provider. A competency profile is absolutely necessary for this purpose. The greatest advantage of this approach is that it forces older job seekers to engage more deeply with their own personality. They become more aware of their values. A payroll solution like the one offered by PayrollPlus AG in Pfäffikon can also be inspiring, enabling them to present themselves like an external service provider.

Portfolio

Entrepreneurs are generally primarily concerned with money. A legitimate concern. Financial success is often a prerequisite for being able to afford socially responsible behavior. For example, by offering onboarding subsidies and other financial incentives, one can demonstrate to a company how these benefits accumulate over a specific period. An older employee then no longer seems too expensive. What happens after that is an individual matter. A job seeker's offer must include results-oriented components. The portfolio must be a good fit. The employer must be able to easily recognize the added value and the resulting benefits. Otherwise, attention is quickly lost, and the potential employer loses interest.