Age is relative and the definition of an “older worker” is expanding. The labour market is dramatically shifting into a new phase, with the percentage of Canadians in the workplace who are over 50 doubling every decade. If you are an older worker, you are quickly becoming a valuable commodity in a market that needs your expertise.

Older workers have much to offer the current Canadian marketplace. This is very meaningful for you, as it indicates that qualified workers are already highly in demand, and the need for experience is only becoming more prevalent.

Consider yourself as a product and your next employer as the purchaser. In the past, older job seekers often reported that employers sometimes seemed discriminatory, in that they appeared to favour younger candidates over more mature ones. But this is all changing.

There are two key forces in action that are shifting employers’ perception of older candidates:

1. The supply of experienced workers is decreasing. As boomers retire from the workforce in greater numbers, we are creating a talent drain within our labour market.
2. The demand for experience in the labour market is increasing. The talent drain is creating an unprecedented need for people who have applied knowledge and expertise.

As the pool of knowledgeable workers is dwindling, if you are skilled and qualified through actual work experience, you are quickly becoming indispensable. According to a labour force projection study published this year in Statistics Canada’s Canadian Economic Observer, although many baby boomers will retire from the workforce by the year 2021, we can expect the proportion of people in the labour force who are 55 and older to double what it was during the mid-1990’s, to up to 20% of the workforce. This dramatic increase will predicate your future potential within the Canadian job market.

The laws of supply and demand tell us that if there is a shortage of highly experienced employees, then you, as a mature candidate, are worth more to employers than less experienced workers. You are now heading from a buyer’s market into a seller’s market where you maintain quite a bit of power. The excess of demand over supply in the coming years will work to your favour.

Employers want to hire older workers because older workers often have many qualities that younger workers cannot offer. There is great value that comes from maturity. You bring:

1. Experience from a lifetime of work.
2. Adaptability coming from the transitions in your career.
3. Expertise with a deep understanding of your industry.
4. Professionalism to present a favourable first impression.
5. Maturity to deal effectively with tough business issues.
6. Leadership to mentor other employees.
7. Integrity that is displayed through your values.
8. Dedication shown through your reliability.
9. Commitment to remain loyal to your job and employer.
10. Vitality that comes from loving the career you are in.

The laws of supply and demand naturally put you in a better position to negotiate your employment terms, compensation, and benefits. You offer an excellent return on your employers’ investment. By hiring you, employers will decrease the costs associated with recruitment, training, and turnaround. Plus, you will be able to create almost immediate results in increased productivity and profitability because you know the job so well. You have a powerful voice. Start taking advantage of this great opportunity right away – you won’t be sorry.

Outlook 2010, a national survey conducted by Graham Management Group determined that agism is considered a primary barrier for six-figure Canadians. Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

After more than 15 years in an unfulfiling career, it took Sandra over eight months to build up the enthusiasm to look for a new one after she was laid off. Her unemployment is slowly running out, but Sandra is so paralyzed. She really doesn’t know what to do next, and she doesn’t know where to start when it comes to making a decision for herself.

Michael visited my office week after week convinced that there was more that we could do with his resume before he embarked on his next job search. Not willing to address the factors that led to his multiple job firings in a few short years, the resume was the only thing he wanted to focus on.

What do these two people have in common?

A 10-foot high mental roadblock that is standing between them and their next job, their next career, even their next business. Many of us have been here at some point in our lives. For others, it is a permanent roadblock, a pattern of behavior that is preventing them from moving forward in their lives. Either way, such situations call on us to harness all our psychological resources to literally “psyche ourselves up,” and mobilizing your energy like that is not easy.

So what’s really keeping you stuck in your job search or career?

If you have been stuck in your job search for longer than you want to admit, there may be a lot more in your way than just the economy. The current job market may have fewer openings then in past years, but are you letting certain fears, inadequacies or confusion reign supreme?

I don’t know about you, but I’ve been immersed in the festivities and competition of the Olympic games. As I watch, I can’t help but wonder: What keeps these athletes so focused, driven and on top of their game? I’m well aware that behind all the profiles in courage and inspirational family and friends, many athletes also use sports psychologists. Sports Psychology, or the study of a person’s behavior in sports, seeks to understand psychological and mental factors that affect performance in sports, and then apply those to enhance individual and team performance. Sports psychology helps athletes increase performance by managing emotions and minimizing the psychological effects of injury and poor performance. Some of the most important skills taught are goal setting, relaxation, visualization, self-talk, awareness and control, concentration, confidence” (link Wikipedia) Can you use these same concepts in your job search as well?

Whether you are at the beginning, middle or end of this marathon, hike, or hockey game called your career or your job search, the question remains, “Is your head in the game?” The human psyche is a fragile place and losing a job, and in the case of today, losing a career, falls under the category of great life stressors. But, like the ice skater who falls flat in practice just before the competition begins, or after the first big jump, it’s how we manage this tremendous adversity that is the precursor for everything that is to come in your career. Your success depends on your ability to build your confidence back up, after it has been crushed, and to find the ability to gain control of the endless chatter in your head.

As the first post written by myself and colleague Ilana Levitt on the impact of psychological barriers on the ability to manage your job search and career, I would like to challenge you to think in a different way? Start your job search by watching TV! Are there any lessons in the Olympics that you might take away from the athletes? Do you learn anything from stories of how they have responded to setbacks? Are there any lessons in resilience and actions you can borrow?

For both Sandra and Michael mentioned above, it is really important for them to reflect on what is the real obstacle that is keeping them stuck. What is the meaning behind the patterns in their life, both personally and professionally? It does take courage to look at these lifelong behaviors because we get so used to them.

There are some practical steps they can both take. For Sandra, she needs to pick a new sport (or career field), a new direction that builds on her past skills and expertise—and which has a short learning curve. Michael’s approach may be altogether different—a 360 review with past colleagues which may help him move forward in incorporating new feedback and different ideas. With a little counseling to explore each experience, he may be able to make adjustments that go beyond the resume, and, in turn, sustain a longer tenure at his next employer. What new training regimes or adjustments will work best for you?

Written collaboratively by Donna Sweidan & Ilana Levitt.