Focuses on the training and development needs of admin professionals and features topics such as hard skills (software competencies, writing, communication, filing) and soft skills (teamwork, time management, leadership).
Issue link: https://digital.hrreporter.com/i/1014854
SEPTEMBER 2018 4 result examples and extol them. • Don't talk about the good old days. Recite up-to-date examples and ter- minology relevant to your industry. Quote experts in your industry, refer to articles or books you have read that extol the teachings and philoso- phies of your potential company or industry. At the same time, don't use "hip" words popular with the 20 or 30-year- old generation nor the word like every fifth word or text someone while sit- ting in the interview. • Don't call women girls or gals, by saying, "The gals in the last office I worked in …" • Do mention the sports or interests you engage in that require energy or intelligence. • Refer to global experience, cultural diversity experience or other lan- guages you speak. • Talk about courses you are taking or have taken to keep current with software, presentation skills, nego- tiation, conflict management, global affairs and even wine tasting. • Make careful decisions about your hair. Grey hair can be very attrac- tive with the right cut but it is seldom a youthful look. And, you don't have to be youthful but smart looking and up to date. Grey roots are taboo. Be careful with purple highlights. • If you need glasses, wear them, but don't allow them to be a nervous habit by taking them off and on dur- ing the interview. • Don't say "when I was your age" or "when you get to be my age…" • When asked to state a weakness make sure it has nothing to do with being forgetful or unable to master a new software program or other some such skill that is required in the posi- tion that can relate to ageism. • Be yourself. Know who you are, what your values are and what you can contribute – stated in a matter- of-fact manner. When asked about your ability to work for a younger boss, be sure to answer in a positive and honest manner. Say something like, "In teams, each individual brings different talents and strengths to the table. Everyone has something to learn and something to teach. We need to respect each other as individuals and honor what each person contributes. Age, nor gender, is an issue for me as long as I am respected for who I am." Colleen Clarke is a career specialist and workplace coach, corporate trainer and author in career management and transition, communication and networking. She is a regular columnist for The Globe and Mail's Nine to Five workplace column and a sought- after subject-matter expert for print and electronic media. Reach her at (416) 686-3079 or visit colleenclarke.com. Productivity gets better as we age By Staff Myths and misunderstandings abound about the capacity of older workers to contribute to the success of organizations. For example . . . "Myth: Older workers are more likely to be burned out and less pro- ductive than their younger colleagues. "Reality: According to a 2009 report from the Sloan Center on Aging & Work, hiring managers gave older employees high marks for loyalty, reliability and productivity." This example was cited in an article by Nathaniel Reade for AARP The Magazine in 2012 (and updated in 2015). Peter Cappelli, a management professor and coauthor of the book Managing the Older Worker, cited by Reade, says that in actual job per - formance "older employees soundly thrash their younger colleagues. Every aspect of job performance gets better as we age. … The juxtapo- sition between the superior performance of older workers and the dis- crimination against them in the workplace just really makes no sense." Two more myths . . . "Myth: Older workers are unequipped to multitask and juggle the technological distractions of the modern office. "Reality: The cognitive skills that enable us to switch between tasks can be delayed with exercise and training. So a 75-year-old who is smart and active could easily outperform a 40-year-old couch slouch." "Myth: Older workers aren't as creative as younger workers. "Reality: Older workers have been shown to perform well when it comes to organization, writing and problem solving, among other skills — even in cutting-edge fields like computer science. "And an experienced worker can easily steer around this 'sea of distrac - tions' by closing the office door and turning off email. (Always-on younger colleagues could be less likely to embrace the idea of unplugging.)" Colleen Clarke Confront ageism Continued from page 1