If identity is tied to what we do rather than who we are, who do we become when the possibility to work is taken away? Sadly, losing a job often means losing part of ourselves.

Studies have shown that maintaining a high level of mental health and well-being has an impact on your likelihood of finding a job. In a 2018 study conducted by Darren Coppin at the Institute for Positive Psychology and Education, ACU, job seekers who participated in well-being interventions – such as workshops to build character strengths and resilience – were more than twice as likely to find a sustainable job over those who didn’t.

It makes sense. Having worked in recruitment for more than 20 years, I tend to prioritize the upbeat candidate over one who is subdued. After all, resilience is a key employability trait.

It bears asking: If mental health and well-being have such a strong impact on finding work, why do candidates focus so much attention on preparing the perfect CV/resume and cover letter? Said another way, what steps can you take right now to ensure that you are mentally fit and prepared for that all-important interview?

My best advice is to maintain an open mindset and cultivate positive emotions. To be clear, “positive emotions” are not reducible to happiness. Beyond bringing a smile to your face, feeling good helps you to perform better, boosts your physical health, combats stress in your body and mind, strengthens your relationships, and even inspires you to be creative and optimistic about the future.

I am not suggesting that you forget about, or repress, your challenges and simply smile your way through them. That would be entirely unrealistic, particularly against the backdrop of a global pandemic. Frankly, it’s unhealthy to pretend that negativity doesn’t exist and isn’t a part of your experience. Your best bet is to keep negativity in check and remain open to positive experiences.

So, what can you do right now?

Structure your day

Dedicate a few hours each morning to your job search. Then, give yourself time in the afternoon to prioritize your well-being by doing things you enjoy.

See friends

When we are out of work, we tend to feel uncomfortable, withdraw, and reduce contact with our friends and acquaintances. Although this response is understandable, it’s also counterproductive. Seek out the friends who understand your situation, support you, and try to make time for them regularly.

Maintain a healthy lifestyle

The benefits of exercise are immediate – generating positive endorphins that affect your mind, body, mood, and ability to focus.  A study by Miyazaki and Lee of Chiba University found that, compared to walks through urban spaces, leisurely forest walks decrease cortisol levels by 12% and will leave you feeling more relaxed and positive.

Keep a gratitude journal

Each evening, reflect on three of the things that went well during the day. Jot them down in your journal, focusing on why you enjoyed them and how you achieved a positive benefit through them. They don’t have to be major successes. Perhaps you saw a magnificent sunset or had a long-overdue chat with a friend. If you don’t want to keep a journal, take a photo that captures each moment instead.

Be kind to yourself and others

Form the intention to be kind to one person each day, even if it is simply interacting with the person who serves you in the supermarket. And be kind to yourself. Often, we are much harsher on ourselves than we are on our friends or family members.

The next time you feel as though you have failed at something, take a step back and reflect on what you would say to a friend if they were in the same situation. Show yourself that same kindness.

As Barbara Fredrickson so aptly suggests in her talk “Positive Emotions Transform Us” LINK, if we increase our daily diet of positive emotions, we will become more resilient and stronger in as little as three months. So, the next time you find yourself looking for a job – in addition to perfecting your CV and cover letter – make sure to prioritize your well-being. Trust me, it will be worth it.

The post How Positive Psychology Can Give you an Edge in Today’s Job Market appeared first on SC Career Transition.

Official statistics published in February 2016 dealing with the unemployment rate in Switzerland show that over the last year unemployment of people aged between 50 and 64 years has increased significantly more than the 25-49 age group.

Whilst the 50plus person is a dream target for companies selling holidays, second homes and insurance policies, employers in Switzerland seem to be overlooking this age group when recruiting new staff. Should we all be concerned?

Whilst other countries have laws prohibiting age discrimination, Swiss practice still ensures that most candidates indicate their age on their CV. And for those candidates hoping to avoid it, the need to provide employment certificates from previous jobs means that the date of birth is immediately apparent. So, in Switzerland at least, there is no way of getting around the age issue.

And whilst few companies will openly acknowledge to candidates that age was the deciding factor, my experience indicates that it has a significant impact on the process. After all, it takes a large amount of confidence and self-belief to employ a team member who has more experience than the line manager. Perhaps there is also the fear that a more senior person won’t fit in with the younger team members. Or maybe employers are reluctant to offer a lower salary to a candidate (even when the candidate is happy to accept it). As a recruiter/career coach I have heard all of the above reasons implied for not employing highly qualified but slightly older candidates.

So as a hiring manager what can you do?

Clearly the responsibility for remaining employable with relevant skills, experience and flexibility for an ever evolving job market lies with the individual. However, this alone will not change the current situation in Switzerland.

• Practice Diversity

Increasingly organizations talk about the benefits of having a diverse workforce: leveraging workplace diversity is seen as a vital strategic resource for competitive advantage. But do you understand that diversity extends to age as well? Make sure that your deciding factors in the selection process are skills and experience, not age.

• Embrace experience

Experience brings with it added value: the knowledge of what works and what doesn’t. When I look back at my past failures, I know that I won’t make the same mistakes twice. Listening and learning from people who have “been there” can have a significant impact on productivity and efficiency. As a hiring manager, don’t be overwhelmed by someone’s experience – know that making use of it can have a positive impact on your own and the organization’s performance.

• Understand motivation

As we get older, typically around the 50plus mark, our priorities often change. The burning desire and drive to succeed at all costs may decline and we often discover a need to make a difference. We look to transfer our knowledge and experience to others so that they can also benefit from our wisdom. With this in mind, it is easy to understand why candidates in the 50plus age group are happy to take on roles and responsibilities which may, to the external eye, appear too junior for them. Take time to understand the motivation of the candidate. Don’t assume that you know what is best for them.

• Have an impact

Time and tide wait for no man (or woman). If you, for whatever reason, are reluctant to hire 50plus workers now, do remember that you will fall into this category yourself one day. Keep an open mind. Acknowledge the benefits a more open selection policy can bring. Any step you take now to change discrimination against the 50plus worker will help you personally in the future.

You may argue that the cut off for employability is a little older, perhaps 54 or 57 years. Or perhaps there is a difference for male or female candidates. Or even within industries or across functions. This may be the case. But let’s not allow these details to distract from the main argument: age is a deciding factor in recruitment decisions in Switzerland.

I challenge you to take a second look at the files of highly qualified candidates that have been put to one side for age-related issues. Start focusing on the positives they can bring to the organization. Embrace diversity now and, in doing so, make a difference.

The post Unemployment rate in Switzerland: too old to work at 50? appeared first on SC Career Transition.