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WWL>Topics>>3-31-14 1:10pm Angela: on unemployed baby boomers

3-31-14 1:10pm Angela: on unemployed baby boomers

Mar 31, 2014|

Angela talks about the difficulties for older unemployed workers finding new jobs. On the panel: Dr. Ann O'Hanlon of UNO, Chip Kerth and Frank Loria of Personnel Consulting Group, Matthew Rutledge of Boston College, and Frank LaRose and Don Rees, both currently out of work.

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Automatically Generated Transcript (may not be 100% accurate)

Will welcome to another beautiful weakened look how we're starting off it it doesn't get more beautiful than this. We have another birthday and I wanted to thank everybody who wish they won last week but this week today. It is WW Ellsberg -- 982 years ago. Doesn't look day over 91. -- hook up just a beautiful place station with a tremendous history. We have two great shows we have our first one I think many many people are going to be interested in and perhaps an even contribute to. We are talking about unemployment. And we're talking about those who are looking for a job and have been for a long time. And -- their thoughts on what's going on and we had some real authorities. In the room to to help us. And our next following two hours we're going to be talking about another subject I think a great many people can relate to. And that is parenting teenagers. First our parenting teenagers and how to survive and how to help them flourish. And then the second hour after that will be. One sure young adult moves back in how do you handle that as a parent so we're gonna start with their unemployment however. Do you know any baby boomers or -- actors in their mid forties or fifties or sixties. Who were laid off. Forced into retirement. And now struggle to find employment. Is -- age or wage discrimination. Or lack of skills and today's modern technological workplace or something else. For the next hour we're gonna talk about employment trends for older workers both with the experts and with the people looking for work. Joining us is Franklin rose who has had great success in his work history but can't find work today. And Donna Reeves who has been in communication sales for years but has been out of work for the last nine months. From you -- doctor and we'll Helen chair and in the college of education and human development. And for personal consulting group the president frank Loria. And the senior recruiting consultant ship -- I really appreciate each and every one of you being here. This is how we get shows going as we find kind people who come forward and either tell their stories her or help explain things. I'm gonna start with John and Franklin rose -- -- Franklin wrote because you're living it so I'd like you to take me back let's start with -- When did you stop working when -- the last job. So those two guys out here. -- about it doesn't feel exposed biko's. You. Had time to think. Had time to relax a bit but then stuff thinking what -- my candidate. In the yes. One thinks about retiring and and realizes. -- that's the only what you want to do and you can't afford to do that. So it's a case you have to keep looking. You have to find something that's. Available. But then you start getting categorize. Into what you can and can't do not -- in styles all my life. -- communications. And media the people that privacy and health and come to top management. And back in England who sent him over twenty years ago but back in England. I was really in the building industry in the Mexican side in the manufacturing so. Tough had experience in. Different levels and different fields. Before I left England I was salesman -- half of England for a company that Iowa -- And when you come out of here of course you have to stop thinking well you go to stud again you gotta stop not necessarily in the bottom that you -- to find something. -- -- -- -- -- And I wanted to get into the golf club management golf club and country -- management. And have worked for awhile but I was with a management company rather than looking for private country up. So therefore all they've really cared about was the bottom line. Rather than what members want it. And with that industry as with hospitality industry. If you give people what they want they'll spend money. If you don't if you think you're just the bottom line then people who don't spend them. And therefore you start going out of business so I ended up working full one of the members of the country club. I'm going into the communications side and I opinion that now awful who 1560. News. And so you lost your last -- if you don't mind me asking now. Basically it comes on the quota. They -- change in the way -- -- The area was divided between people and I started I was the the only sales person selling when I was sent. And then within a couple of months I decided -- we need more people. And as with a lot of sales. A lot of companies announce that Nicole put companies. They tend to. Over employ tells people. Because they know they gonna have a wasted each. So you get. Ten people in and see which one survive and then you keep that to a legal bonds and and you -- another night. And that's something that to me it's. It's very strange. Face of those -- to accept not just because of the age. But just let -- in the sense of it. They will spend. Months and lots of dollars tiny people. To do the tell. Knowing that half of them are gonna disappear. I'm not used to on the -- trying to do. What I can do best for the company a wonderful. Have you tried to get back in that kind of work but in different companies yes I have. And again. Novel idea of what for a three of the major companies in the area. And there's only so much you can do is communications. I was in the eight if you -- the higher end of -- fiber optics. Two hospitals and banks. So there's only so many of those that you can go to. And again you gotta you gotta sell and move on. It is the news there that you could appear content from a the of the company's if you don't found people they tend to look for another provider who can often that a deal. Permanent contact he had gone frank you. Tell -- your life. Well I started in broadcast. Went to school for. And the technical side. Broadcasting always interest to me more than being -- -- -- of supply house in new Orleans back in 1977. Ran a successful supply house until we. Ran into problems with the oil crunch that happened back in the eighties. At that point. I went to work as a telecommuting can telecommunications. Consultant. Travel the United States for six years leaving -- It's Saturday Sunday afternoon coming back to New Orleans on Friday night's. Manage projects. In just about every state in the union. Large and small. Decided I didn't wanna travel anymore opened up my own wiring and cabling company. Dealt with fiberoptic cables dealt with. Computer cable cat five. Television whatever. At that point. I've solar business in 2000. What to work for. An electric contractor managing -- Communications department. That lasted for six years and they decided they no longer wanted to be in that business. At that point was not a work for a law. Wound up finding a job on Craigslist. That. What's a good fit. Went to work for that company and stayed with them until. 2011. That company went through some some. Some turnaround some turnovers. The company was sold twice. I was always kept. Not everyone was kept I was always kept as a project manager and a division. That lasted until old. April of last year. The company decided they no longer warning to be in that business. In the New Orleans marketplace -- they were based on Hammond and just did not want a presence here and in New Orleans. At that point I was on war. And at that point that you've not been able to find work right. Let me ask both of you before we go to break how much of this do you feel is age related. Personally I'm feeling good bit of legally. An employer can't ask you your age. You don't have to be a rocket scientist to look at mine. Graduation from high school. Date. To figure -- -- must've been about seventeen years old actually graduating 69. So that's got to make him you know sixty for. You have to be a genius to figure. I've had people that I have had interviews. Even though they're not supposed to ask. Ask. Just how old are and how long do you figure on working. And basically my response was well until they -- horizontal. And have no chance of standing up again. And had. The employer come back and say well how long do you think that's gonna day. OK you know we're gonna do we do have to take a break we're gonna come back we're gonna continue our conversation with both John and frank but also talked to the experts doctor and O'Hanlon from innuendo and now are two personnel consultant right after this I'm Angela on WW well. Well we're talking about unemployment and we've just heard the stories of John Reese. And -- Franklin rose both of whom have had what I consider very successful careers. In a variety of careers and yet now they've sort of hit the wall and have been looking for work on nine months and longer. Some of that they say is age but it's beyond that clearly beyond that. I wanna go into doctor and Hamlin who is that human know about what you're hearing and what you're seeing. Pocket when I'm hearing is that both of these men and experiencing something very similar to what's going across the country. There -- older adults are more likely to be unemployed but they're more likely to stay and hopefully so what we see is and there. And going to have long term unemployment went in 27 weeks -- generation. On and what happens longer a year unemployed. And then the more difficult it is to get work and and and that goes beyond the qualifications as a -- of these gentlemen are highly highly qualified. And -- was a recent study done. -- Ph.D. graduates from northeastern where he sent out 4800. Fictitious and estimates. And the only thing they buried on was the length of time. That there are unemployed and the qualifications so we sent these resonates to Johnson when he found. Is that the length of time unemployed in pact when they were hired or not and that people of that where. Short term unemployed were more likely to get a job energy -- Even though they didn't have the qualifications. Then those that had the qualifications and has been employed for a long time so this is a serious issue. I'm looking at -- two employment counselor professionals. And what do you think. Well. One of the things that I remember when I went to -- graduates coup was a professor that said. Remember people before profits and I wish that it held true. Throughout all these years -- been in recruiting from a 27 years but unfortunately. What we have seen. As even going back thirty years ago it was a problem as people got. In advance in their careers if something happens -- being laid off or the company was bought out that they have always had typical Tom funding a job. And it's not always if people wanna say it's it's age a lot of times as we were parking during the break. It's a compensation. Because they were making. A higher level than what maybe the -- wants to -- in that so they're reluctant to hire the person with a lot of experience. Because they feel that eventually this individual will leave once my else comes along. A year later in our. Present a hard job. In which -- saying is really true and and of course the economy has changed technology has changed. And there aren't as many job opportunities a lot of job opportunities have gone. Overseas. And again technology has replaced positions that used to be there is. Even in the telecommute telecommunications. We were both Franken and Don have been employed. Probably one of the slowest growing. Areas of employment. Of all that there are. And so so it there's no real easy answers unfortunately. But you know there are areas of the economy where. -- baby boomers have. Ample opportunity for employment if you know we talked about some of the areas in which chip and -- and the personal consulting group are involved. In an oil and gas recruiting where if you are -- petroleum engineer or G a scientist. Opportunities. Are are still there because you won the gas industry is growing in their areas that are. White collar they're growing there's areas that are blue collar that are growing as a result of you know the new technology of hydraulic fracturing there are there and the state of North Dakota which I don't think -- Vista ready to move to. It's it's negative unemployment they're more jobs than there are. People for those jobs and so. No I hear what you're saying and I'm sure their fields. That and equipment in some medical fields that they're still going to need some I'm looking at Don and and frankly Rosen I'm thinking. You know do you want to change careers -- -- your skill sets are excellent and what you do. But if it means that much in a minute backtrack a second we don't -- shows since we started this. On what is happening in the state and the 60000 jobs or looking ahead in the next few years. They are primarily oil and gas etc. but it's everything from entry level to the engineer. And management. And they're worried about not having enough workforce and they're going to have these training programs is this something that would interest to wall at all. I've I've changed careers if you if you think about it because I came here to work in golf and country club I came from working you'd still sales. But in the building industry for about manufacturing. Beating communications. I had to change and I I -- -- by setting up with so much involved with the actual selling of communications. To -- where I was sitting up by procedure. And I enjoyed that and then I got into the communications. That is moving to the North Dakota I'm not sure where that is the and I think the the other point nine it was people before profit. If you remember I said about the golf club management company. They ruled that a lot of that was the bottom line so in the end they had to sell because they would make in the profit because people spending. Let me ask do you see. A sort of a sea change in -- Do we generalization. Corporate America that's unfair to some very good corporation but a sea change in that we are so Wall Street driven. And profit driven it is at the expense of what I feel very strongly about the other responsibility of employee employers. Is to employees. -- without a doubt in and it's being gone that way I guess if we go back to the late seventies early eighties we start to see this change. -- -- -- Where you launched today my aunt had worked. And a well known company here in town of congress was to say who it was. But she worked there from -- she was nineteen to that age she was fifty she had a good ten more years in her she was administrative assistant. But at that time they did across the board cuts mandatory we're gonna cut -- 20%. And she got cut out at that time and she never did. Use her skills later or down on the line so the issue question yes that does seem to drop things especially publicly traded companies the loyalty on the corporate side is definitely not there. And therefore that's what you see a lot of changing that goes on. With younger people on the corporate side is they know that their loyalties the cup is what he's not there so they're they're gonna change. Playing your job and you see that she'd done it showed that -- -- they're gonna change because they know they see what's happened to their parents so they don't get caught in the same trap that the. Parents got caught but they're also saying of that younger generation that they're gonna have fifteen jobs in the next forty years where again. All of -- it was we'll stay for the good thirtieth or 35 or forty it's a different mindset. Reduce senate very pivotal word and that is loyal to. Loyalty on the corporate side and loyalty on the employee side and if you don't have that and much of what the heck are we doing. And that's the the evolution of the were employed there was more customer there's more employee loyalty because it was more relationship there was more familial. Collegial atmosphere. And and that unfortunately has changed I mean when. You know the Bible says it's the love of money that is the root of all kinds of evil well if it's kind of coming home to roost in some ways for us were seen. The fruit of that and when the shareholder determines whether or not. An individual has that job. No that's shareholder doesn't doesn't know frank doesn't know -- on their. They're just an ends to a means and now. And unfortunately. It's it's it's it's coming back to haunt us and in many ways the same time where aging and there's just so much. You know that we can do when in the corporate setting and there's we're seeing a lot of jobs. That people are just about anybody in blue collar areas that they can do that job. But. Again there's no release -- jobs. Stay with everyone this is this is a very important conversation and we're going to be joined by someone -- recently done a study on it but now let's go to the newsroom and Chris Miller. Well we are talking about sort of the state of employment for many unemployment. In our country very interest in talk as far. An interesting study by an economist at the center for retirement research at Boston College. Found some very interesting thoughts on the unemployment rate. And who was left out of that. Doctor Matthew Rutledge is the author of that study and he joins us now and I appreciate you serve on. Joining us. You've found in other words if we look at the unemployment numbers and people do look at them. I guess to feel either good or bad and what you're saying is that those numbers are skewed because of -- Well that's cute deliberately it it's definitely consistent with what they've always on terms of methodology. But one thing that it met with the unemployment rate messes just looking -- -- you'd you missiles people who. Probably would be working if the economy mr. that are so that people worried are discouraged workers or those people who. -- felt that they needed to retire -- Social Security benefits before they were -- elective. And how did you do this study. So basically just looking on -- Other relationship between our attempt democratic circles basically who is turning sixty -- which Regina airport Armitage. And how many people are married verses. -- single and men vs women. -- all the things that we know war correlated with when people are climbing retirement age -- -- -- security benefits. And figuring out based on those predictions what we've predicted for about -- during the Great Recession the recovery. And basically finding that. To those. Transit held we would have seen a lot fewer people claiming their Social Security benefits at age 62. At the beginning of the Great Recession. Bomb and then probably a little bit more. There are a few more. People are -- an extra benefits. At that point but and -- -- -- sort of an echo effect going after that went all the people who would've been Clinton missiles there have been a little bit later. So those people who would have waited until 64 are no longer there because they're already -- about it's about. Started. -- -- It we have been talking about and we have to Wonder Woman here who. I have been looking for jobs for roughly here in nine months to a year and have great credentials they really do and not -- have. Are just not being listened to it. And they are it's not 21 but I think what they bring to the table is so valuable. It's it's shocking to me that they can't get work. It's important for Social Security beneficiaries to note that even -- you -- -- security checks which are not out of the workforce permanently others all sorts of options for our either. Get a part time job it's not going to put your Social Security benefits at risk. Or even if you're working and you -- capital the earnings aspect about 151000 dollars a year. Social Security automatically adjusted so that even you'll lose some money from Social Security benefit check now you'll get it back when you get richer or. Until it's important for even people who are on Social Security -- not -- consultant prominent retired. Especially for the people claim their benefits really before they would like to or before that makes sense for them to do with -- -- -- long term perspective. Okay and -- Helen with the UN now I was listening to you watching you listening to under -- sharing your thoughts. Hunt but I went and echoes some of the things that he's been playing out with his data on. Yes indeed some people do opt to take Social Security early buddy can have repercussions later on because they're taking at a reduced amount. And -- and my enemy is a general comment regarding. When I considered. Essentially comes down to be like a force retirement. And I can personalize this because this is something that happened in my own mother. She was in the office manager and an employee suspense term ended it was thought out and all the current workers were laid off. She hadn't she was 67 but intended to work longer. And she'd was displaced and at that time to look for work for more than a year but ultimately retired. She did not make that choice but I think there's this perception and society that well she 67 it's time her to retire anyway. And that -- moves to some extent. Her decision making in that. And then sociologists and psychologists point to the need for what we call anticipatory socialization so if I'm going to retire I'm -- have controller -- process. I don't -- thrust upon me. In Harris. -- she ended up having to sell the house and do other things quickly and which she would have done differently had Tina. So I despondent as to -- some things to keep -- Doctor Rutledge. Yeah. The personal situation always. Put it really into perspective for a lot of economists are comfortable dealing with the -- -- that it's actually good to hear stories like that but definitely that's the case from its its. It's it's definitely something that is affecting people pretty profoundly now. Tom especially when people are now realizing all right really should know -- a source security benefits and it did that -- of retirement did. And now because they've been out for a few years is going to be more difficult for them actually find where people are -- players are gonna. Potential players and the definitely serious about the jobs that skilled veteran -- somewhere. Or in this is going to be hard. Remember what it is -- all the muscle memory did you have before that's since gone away that this is -- on the job -- these -- the connections use and some of those connections are too. -- so it'll probably go out there but. We are sort more optimistic that. For years now we've been telling people try to stay in the workforce longer and -- initial response to the recession was OK I do want to stay in the work force for order on. They can get the opportunities to because the economy was weak but I think people are -- that de -- hopefully of the economy recovers people to practice. I've truly appreciate you joining us very very interesting. I want all of this took to stay with us and we'll be right back financial under the that you will thank you doctor Rutledge Franklin rose and on -- are. Two very qualified guys looking for work and we also have doctor and O'Hanlon from UNL and frank L'Oreal and -- courage from mom. Personal I'm so sorry personal consulting group. Authorities in their fields -- what's changed in the employment world. And down. And we're still trying to figure all this out as they keep saying it there's no easy answer to this and I think that's what's Paramount. But that's kind of go to what we were talking about the break. Don and Franklin rose want to work. How should they present themselves to employers. Well certainly helps to have a -- made it's that so. That's going to be an easy read -- -- we find today the most employers don't give you twenty seconds on resonate -- would better be concise and to the point we really encourage that. A resolution of a summary. Sort of going into a whole long list of paragraphs. Keep it quick bullet points to the point but -- summary. That would quickly it's six likely declare this. What your strengths are. And typically what you wanna do if you're looking at an added career builder monster or wherever that may be. You look at those words. Better in the job description and you make sure those words are in your summary. And so that will help catch the employer's attention. Quite quickly that's one thing you can do would -- help. Not to send that -- -- inmate -- to send them to the some of it. No you still need to sing -- -- maybe just to kinda piggyback what frank had to say besides the -- -- we talk but this in the break. Is that she need to build up your networking as much as possible. Whoever you know you need to talk them probably are pretty consistent basis and as much as possible see people in person. Just sending out resonates through the email. Is just not gonna do people look at resonates so quickly within three forced what is the percentage of -- names. That that an employer will finally interviewed someone I keep hearing this. That you don't talk to a human being. Well it it really depends like course summit that will work on we'll send out about five to six resonates now when import puts an ad in the in the you know when the job boards they could get up to 200 different resonates because everybody -- whether they fit or not just hoping that fit that -- -- -- -- that might fit them in some other position within the company. So that's what people do they send that out so that's why we're saying that as much as possible if you can talk to an individual even means knocking on the door. Or if you if you have a friend that knows somebody call them up if you if you can't get an enduring work Tom called an early in the morning called an after work couldn't. Good chance the president's there have to work he might miniature of the phone. And then they'll say -- that this guy's pretty aggressive I don't talk to him -- have to do. It's it's not the tradition just send the resume you get a call back you have to get very aggressive and let somebody know you know hey I'm somebody that that you need to have. -- -- four -- the summary. What if you do your homework you find out about what the company is the position they're looking for an inning summary say this is what I can bring to you. Particular company an employer and how much I can make for you since we're looking at bottom lines or is that too awful well. Again you just need to be short to the point did you have to trust that the employers Smart enough to know what he or she needs and doesn't need. It's gotta be quick. You're not gonna get a lot of time. You know one of the other things that we suggest is you know there are employment -- altered at domain they may or may not be successful in locating his job for you. Get in front of people. Talk about yourself. Be interviewed. Anything you can do to an end -- what will do to -- affirm it even if we know for example that we could help frank Don directly. We're gonna take some time to talk to them on the phone and to say have you tried this where -- skills transferable. And again chips point about networking that you just can't get it really is who you know I mean that who you know -- -- in the door. What should know keeps you from being thrown out the door. And so and so those are some things but to talk to as many people as you can't particularly employment firms and be willing if you can. To transfer your skills into another area and be willing to be trained to be willing to to go to some maybe get some other some technical training one of the -- One of the criticisms of us baby boomers is we're just not technological enough and maybe that's true in some cases may to a little bit behind the curve there and we need to. To beef that up until we need to be willing to go and and and two enhance our our our word skills are excel skills whatever goes goes maybe you'll feel about your skills. And I think the biggest thing that while Franken I'm I'm sure hundreds of other people out that -- we -- to get across his -- wearing communications. We don't necessarily want to stay communications we've you know we want something where we can enjoy -- work that we can use the skills that we have. Breaking news the experience that we have. And whether that be for five is ten years or whatever. I go back to what I said about companies employing more people than than me because -- anyway stage. Well -- at us we spoke about maybe than this we're looking for something now. For as long as the company wants us basically and whether that be five years ten years and it would be great because we can use their skills. Whether it's in the film we're in now or have -- that the -- whether it's a totally different field. Doesn't matter provided we can use -- experience. In management people selling or whatever it is that's all we want. Well within the thing that it that that that is so frustrating to me is that my expertise. Is in telecommunications. However my abilities. And my work experience. Boils over into management. Boils over into hiring and firing. Not counting. You know everything. Everything under the sun but. Even though and networking. I'm I'm a person cannot stay home every day and be unemployed. I have to go out and physically seek work even though I'm doing all of the emails and end and then. Texting and so forth. I have to go door to door. I'm a smokestack chaser. That's that's what I've been. All of my life. -- hope everybody out there is listening to these guys we have to take another break we'll be right back. Don dot recent Cox dot net after little rose DC at gmail.com. These guys are looking for work they're terrific I wanna thank all of our guests like cannot think our personal consultants enough. And doctor and a -- thank you very much stay tuned Morgan atop parenting next.

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