Conseil pour trouver un emploi après 50 ans

Hello, friends. We're starting a new video season with our partner Killuz. I'll tell you more about it later today. The question is how to find work when you're over 50. When you lose your job and you're over 50, or sometimes even over 40. Today, there are ages at which it's extremely difficult to find work. Now, I'm going to tell you something before we go any further, before I paint a bleak picture for you. I know someone in the United Kingdom, someone in my circle of acquaintances. This person lost their job at 58. At 58 they were made redundant. And you see, everyone said to themselves that at that age they'll never find a job. Well, I can tell you that this person, after 18 months. Oh, it didn't happen in three days, after 18 months of searching, found a job and an extremely well paid job. We're literally in the six figures per year. So you see, it's not the end of the world, is it? But there are a certain number of rules to follow. So first, there are two types of people who work beyond the age of 50. There are people who have regularly moved from one company to another. There are people who have stayed too long in a company. I personally consider anyone who stays more than eight or nine years in a company to have stayed too long. I don't care if a civil servant spends 30 years in the civil service, that's not a problem. But today, in the volatile economy, we have someone who hangs around in a company for too long is in the dead end position. Let me give you a simple example. The other day I. I was contacted by someone on the number I always give you on WhatsApp. He told me that he spent 18 years in a company. And then he compared his salary to that of his age group, to that of the people he studied with, the people he hung out with, his friends who are the same age and have the same background as him. He noticed one thing. He noticed that his salary was much lower than others who have moved. Because people who have moved five or six times in 18 years, who leave for two or three years get their salary increased each time, while he has been stuck on practically the same salary for 18 years. Let's get back to the story. But first I would like to draw your attention to the fact that the link I attached to the pinned comment and in the description is based in France. So only contact them if you are in France and they are able to help you either find a job or change jobs. You are in a job that you don't like you want to go somewhere else, you are struggling a bit, they can help you. And under certain conditions it is fully supported by France Travail. So firstly, when people. The second category are people who have not had a job for a long time, who have not looked for work, who do not have an up to date CV and all that. And unfortunately, what I see when they sometimes share their CV with me is I see a CV that is not very competitive. Why? Well, for example, someone who talks about a company where they worked between 1995 and 2005, so they will explain what they did there, they will talk about their experience. But how will they tell it? They will tell it in terms that are too old, outdated, outdated terms that might not mean anything today. Because you need to know one thing. How old will the people who are going to read your CV today be? Well, often they are people who work in human resources, who work in the recruitment department. They are 22, 23, 25 years old. We are talking about that generation. We are talking about people who were born after the year 2000. So when you talk to them about 1995, many of them weren't even born. And when you use. And this is the problem, and especially in sectors that are evolving, all sectors are evolving. We agree, all sectors of the economy are evolving in their techniques, their technology, their terminology. Here it's about terminology. Well, what I sometimes see on CVTECs, for example, is that people use terms that are no longer in use today. Terms that may have been okay in 1998, but that no longer mean anything today. So what I would like to give advice here is to try to look at the cv. Try to look at the CV and ask yourself, are these terms that I am using still used today? If they are not, I will replace them with more fashionable, more current terms that can be read on the cv. Otherwise it will be a little, a little cryptic, if you like. And that is not a quality, really not a quality. Because if you have a cryptic cv, most people will not understand. Most people will throw it away. Know one thing, it's very, very rare that you receive the attention of a real professional or real father. The people who are going to judge your resume won't be your fathers. That's the problem. Let me give you an example. For example, I worked in a company, a big company, and they gave me resumes. But the problem was that when they gave them to me, they were already pre filtered. I couldn't access the resumes that arrived in the company's main mailbox. So what I received were resumes that had already been passed through several people in the recruitment office. So the problem is that this office, they could recruit a cook, they could recruit a driver, they could recruit a Java developer, they could recruit a network engineer and so on. You can recruit a manager, you can, you know what I mean? They have titles, hundreds of job titles for which they recruit. They can't be competent everywhere. So the problem is that these people read your cv and if your CV isn't very clear, what's going to happen? Well, if it's not clear, you have to reject it, that's all. So first reread your cv, update it. In terms of terminology, another story. The problem we also have is that this is always tricky for people who have had a 30 year career, but who haven't necessarily progressed in terms of hierarchy. That is to say, it can be a problem in the sense that you can be expected to be a senior in your field, a senior in the hierarchical sense or a senior in the technical sense. But the worst thing is really the cv, which even if I'm not giving up all hope, there's still a way to find a job. The hardest part, if you like, is someone with a CV that has a lot of experience but not necessarily any advancement. Why? Because there's nothing worse than looking for a junior position at 50. That's clearly not going to work. Why? Because when companies have a junior position, they're more likely to give it to someone younger. They'll give it to someone who's 22, 19 or 23. Why? Because for them, they're more malleable, they have fewer social problems, they're not divorced, they're not divorced, they have joint custody of the children, they don't have any problems, etc. For them, they're someone much simpler. They give them a chance, they come, they work, period, whatever, whatever. This trend is also tending to reverse itself in the sense that many companies have realized that, well, some young people don't really want to work. Sometimes they don't even show up on the first Monday they're supposed to start work. Or sometimes they spend three days. So they say, well, I've had enough. And then their mother will call to say, he's coming, he won't come back, you see, so there's that too. It means that if you're a lord, you, you can also play on your reliability. You can play on the fact that you're serious. You can play on the fact that you're someone stable, who knows what they want who is mature. So you shouldn't try to hide this maturity. That means you shouldn't try to play it cool or act young. No, you have to try to sell your skills. You sell your skills, your qualities and your characteristics. In reality, you take all the features of your profile and pass them off as advantages. Another thing, you shouldn't send out hundreds of CVs. I see people saying, I send out 200 CVs, 500 CVs, 1000 CVs. Don't do that. It makes no sense. Why? If you send out 500 CVs and you haven't received a response, I'll tell you something, something is wrong. And if you send out 500 more, we're almost statistically certain that you'll get the same result, meaning zero result. So you're going to have to try to think about whether there's a systematic error that's happening. And here, once again, the partners of this channel can help. They can help redo the CV, redo the LinkedIn, etc. It's very important to update it, because I've seen a lot of CVs that work against those who send them. And if there are systematic errors, well, every time you send the cv, well, you'll always get the same negative result. So finally, maybe one last piece of advice that I can give in relation to this is to try to see if there's a way to sell your skills differently. That means, for example, instead of selling them in an employee context, selling them as a freelancer. Because sometimes freelancing will be an advantage that will allow you to enhance your experience. Because when you're recruited and you have these things and more, you might be seen as a dinosaur when that's not necessarily an advantage, although there are a lot of companies that appreciate that. But it can be a problem. As you can see, there's ageism and age discrimination. I'm not saying that it's an illusion, it's a reality. There are many companies that exclude CVs. By looking, for example, at whether the person graduated from university in 1991 or 1988, it's clear that the CV ends up in the trash, right? That's for sure. In many companies, that's what happens. There's ageism. Now, ageism doesn't work for you, it doesn't work against you, it works for you. If you're a freelancer, why in that case, your age and experience become real assets. So also think about how to market your skills in the form of freelancing through existing platforms like Fiverr, Guru Upwork, etc. These are platforms that are extremely useful for this kind of thing. In any case, good luck to those looking for work. We are gently resuming this new season, and if you have any questions, feel free to ask them on WhatsApp. See you soon, my friends, and I'll see you in the next one.