Graduation and a New Career

We assume that most college graduates know what they want to do when they graduate. They have chosen a field, majored in it, and are well-prepared for the road ahead. But we also know that a significant number of college graduates do not know what they want to do, what they are good at, or what will be required of them in a given field. So, what can a recent grad who might fall under one of the situations described above do to enhance their odds of finding a satisfactory career? What can an individual do to find a valid and productive job match? Students may have heard of the answer, but have not taken advantage of it. The answer: Participate in a professional career assessment! Assessments are part of the real world. Sophisticated employers have long used assessments as a tool to select an employee who will best fit into the plan for growth of the company. Finding the employee who will be an asset is critical, and smart employers know this. Successful businesses excel in not leaving anything to chance, and finding the right employee is a core part of this thinking. Some high schools and colleges provide state-of-the-art assessments and counseling while others do not. Furthermore, students who have been fortunate enough to have had good career counseling may have changed their thinking as a result of their college experience. Quality assessments have become the key step in building a quality workforce, and well-managed companies use assessments as basic tools. Are you uncertain about your job path? CEC Associates offers career assessment services that may be helpful to you! Have you ever participated in career assessment? Do you feel it was beneficial to you, and if so, how?

Ageism in the Workplace

Employees (or even potential employees) can experience discrimination or disparate treatment in the workplace. One form of discrimination is known as ageism. Ageism refers to negative discriminatory practices based on a person’s age, both older and younger. How does ageism affect the workplace? Generally, when we think of ageism, we imagine older workers experiencing difficulty finding employment or being treated as competent in the workplace. Random House Webster’s Unabridged Dictionary defines ageism as “a tendency to regard older persons as debilitated, unworthy of attention, or unsuitable for employment.” If a mature worker is displaced from a position after years of experience, others may hesitate to hire him or her because of age alone. Some older workers are seen as less than competent because of their age. Employers may perceive the older worker as costing too much, having an obsolete skill set, or being a liability for employer-sponsored health insurance. It’s easy for a 54-year-old job hunter to find himself wishing he was 24 again after encountering these roadblocks! Younger workers too are not immune to the effects of age stereotypes and prejudice. Sometimes employers believe that young people have fewer financial obligations and perhaps less drive to excel than the more mature worker. Younger workers often complain that the duties they are given are boring and unchallenging, which may cause them to seek other employment. Additionally, potential employers may view younger workers as testing the waters in career “exploration” and perhaps as less committed to a particular workplace than someone with more experience. Employers may have the impression that young people are “flaky” and unreliable. The younger worker’s ideas and critiques may be written off as “the ramblings of youth.” Oh, to be one of those older and respected members of the workforce! 1. Have you ever experienced ageism in the workplace? 2. Have there been situations where you caught yourself believing such stereotypes? 3. How would you suggest we combat ageism at work?