{"id":48697,"date":"2025-03-14T13:46:13","date_gmt":"2025-03-14T17:46:13","guid":{"rendered":"https:\/\/alumni.cornell.edu\/cornellians\/?p=48697"},"modified":"2025-03-18T10:55:09","modified_gmt":"2025-03-18T14:55:09","slug":"keller-midcareer-tips","status":"publish","type":"post","link":"https:\/\/alumni.cornell.edu\/cornellians\/keller-midcareer-tips\/","title":{"rendered":"Tips for Mid-Career Job Hunters"},"content":{"rendered":"\n

As federal workers and others fear losing long-secure positions, we asked an ILR human resources professor for insights<\/p>\n\n\n\n

By Beth Saulnier<\/strong><\/p>\n\n\n\n

For many U.S. workers, these feel like increasingly perilous times. With federal layoffs in the headlines and trade wars heating up, some longtime employees may suddenly fear their jobs are less secure than they once were.<\/em><\/p>\n\n\n\n

Cornellians tapped ILR\u2019s <\/em>JR Keller<\/em><\/a> for insights on navigating a mid-career job hunt. In addition to a wealth of information, the associate professor of human resource studies offered some glad tidings: for candidates who are talented and prepared, he says, the outlook remains positive.<\/em><\/p>\n\n\n\n

\n

Given the current climate, is mid-career job searching a particularly relevant issue right now?<\/strong><\/p>\n\n\n\n

Yes. People are worried about what\u2019s happening with the federal workforce, but also how policy and economic changes are going to trickle down to their organization. How could trade wars or tariffs affect my business?<\/p>\n\n\n\n

There\u2019s economic uncertainty\u2014and when there\u2019s uncertainty, the first cost to go is people.<\/p>\n<\/div>

\"JR<\/figure><\/div>\n\n\n\n

When it comes to actual job-hunting, is this moment especially dire?<\/strong><\/p>\n\n\n\n

I don\u2019t think so. You do see people who post on LinkedIn or social media, \u201cI\u2019ve sent out 5,000 r\u00e9sum\u00e9s and haven\u2019t gotten an interview!\u201d That\u2019s just not the norm. The torrent of negative news makes people feel like it\u2019s worse than it is.<\/p>\n\n\n\n

What are the special challenges of job hunting when you\u2019re mid-career\u2014say in your 30s, 40s, or 50s?<\/strong><\/p>\n\n\n\n

One of them is mental, which is less about finding a job and more about, \u201cWhat am I going to do?\u201d Because when we\u2019re older and more established, we\u2019re often rooted to a community. We have financial commitments: mortgages, college tuition, healthcare. So we\u2019re not as flexible as we once were.<\/p>\n\n\n\n

What practical advice might you have?<\/strong><\/p>\n\n\n\n

One of the biggest things is to talk about it with as many people as you can. You might not like telling people you lost your job. But psychologically, having an outlet is useful\u2014and people can help you brainstorm alternatives. So it\u2019s good to be open.<\/p>\n\n\n\n

\n

When we\u2019re older and more established, we\u2019re often rooted to a community. We have financial commitments. So we\u2019re not as flexible as we once were.<\/p>\n<\/blockquote>\n\n\n\n

Another thing is that, depending on where you are financially, this might be an opportunity to re-evaluate what you\u2019re spending money on. What\u2019s important, what\u2019s less important, what could I shift around?<\/p>\n\n\n\n

It can be easy to panic after a job loss\u2014but is it OK to take time off to regroup?<\/strong><\/p>\n\n\n\n

It\u2019s reasonable to take between a week and a month, depending on how urgent things feel. Take some time to get mentally correct, where you can engage in the search process. It can be hard to think of being laid off as an opportunity\u2014but it\u2019s a chance to reset and reassess what you want to do next.<\/p>\n\n\n\n

If folks haven\u2019t been on the job market for years, they may not be familiar with the current hiring system. Can you describe how it has changed?<\/strong><\/p>\n\n\n\n

There have been online job boards for decades, but so much recruiting is now done online, where companies collect applications through a tracking system. The great thing for employers is that it\u2019s really easy to reach everybody.<\/p>\n\n\n\n

It\u2019s also great for candidates, because the universe of opportunities is much more visible. Almost all companies, even if they\u2019re also recruiting through referrals and word of mouth, are posting jobs online, often for legal reasons.<\/p>\n\n\n\n

The challenge for job seekers is that there are so many<\/em> jobs out there. Places like LinkedIn and Indeed have made it easy to apply\u2014but that also means lots of people submit their r\u00e9sum\u00e9 even if they lack the basic qualifications. Companies get overwhelmed, so they use automatic filters.<\/p>\n\n\n\n

So how does one navigate the system?<\/strong><\/p>\n\n\n\n

Part of it is setting expectations\u2014knowing it\u2019s very possible you\u2019re going to send out 50, 100, 200 r\u00e9sum\u00e9s and only hear back from a few places. That\u2019s a function of these new applicant tracking systems and talent acquisition processes, not a reflection on you as a candidate.<\/p>\n\n\n\n

Basically, these algorithms look for keywords: how well the language on your r\u00e9sum\u00e9 or LinkedIn profile matches the job ad. Everybody could argue that\u2019s not the best way, but that\u2019s how the technology works.<\/p>\n\n\n\n

\n

It\u2019s very possible you\u2019re going to send out 50, 100, 200 r\u00e9sum\u00e9s and only hear back from a few places. That\u2019s a function of these new systems, not a reflection on you as a candidate.<\/p>\n<\/blockquote>\n\n\n\n

So: have a standard r\u00e9sum\u00e9 that has the key aspects of your experience and skills, and maybe a little intro about yourself. And when you find a job to apply for, spend 10 or 20 minutes editing it to match the language in the ad.<\/p>\n\n\n\n

Most people don\u2019t do that. They dust off an old r\u00e9sum\u00e9 and send it out to everybody.<\/p>\n\n\n\n

What about your cover letter?<\/strong><\/p>\n\n\n\n

People used to spend so much time writing them, but they\u2019re basically dead. There\u2019s no place for a cover letter in most job applications, anyway.<\/p>\n\n\n\n

Is it worth it to hire a career counselor?<\/strong><\/p>\n\n\n\n

That\u2019s one of the best bangs for your buck. They could cost between $100 and $300 an hour, but it\u2019s an amazing investment; let\u2019s say you meet with them for an hour once a week for a month, and then maybe once a month thereafter, for updates and strategies.<\/p>\n\n\n\n

What can they do for you?<\/strong><\/p>\n\n\n\n

Different industries may have different buzzwords, technologies, or recruiting processes. They\u2019ll know that, and be able to explain it and how you can adjust your profile. The other thing that career counselors are really good at is looking at your r\u00e9sum\u00e9 and having conversations about your experience, to help you tell your story in different ways.<\/p>\n\n\n\n

You may think of yourself as, say, an analyst\u2014but maybe you\u2019re actually good at project planning. A career counselor can say, \u201cHere are types of opportunities you might want to look at, and how you can phrase your experience.\u201d<\/p>\n\n\n\n

How does somebody find a good career counselor?<\/strong><\/p>\n\n\n\n

You Google it, along with the terms that apply to what you\u2019re looking for, like academia, industry, technology, or investment banking. A lot of counselors will offer a discounted 30-minute consultation, so you can see if you vibe with them and ask for success stories.<\/p>\n\n\n\n

\n

People used to spend so much time writing cover letters, but they\u2019re basically dead. There\u2019s no place for a cover letter in most job applications, anyway.<\/p>\n<\/blockquote>\n\n\n\n

There are also some newer technologies that are essentially AI career coaches. A Cornell grad [Vrijen Attawar, MBA \u201922] started Careerspan<\/a>\u2014that\u2019s just one example; there are a couple of others. You have conversations with an AI chatbot about your experience and what kind of jobs you\u2019re looking for.<\/p>\n\n\n\n

With remote work being increasingly discouraged, how will that impact job seekers?<\/strong><\/p>\n\n\n\n

There does seem to be a push from the C-suite of larger organizations; we keep seeing on the front page of the Wall Street Journal<\/em> some big employer telling everybody they\u2019re coming back to the office.<\/p>\n\n\n\n

But we hear from lots of people that it\u2019s not happening as seamlessly or as fast as organizations say it will, because there are logistics that companies haven\u2019t thought about. Like, they downsized office space to save money during the pandemic, and now when they want people to come in, there\u2019s no space for them.<\/p>\n\n\n\n

So I don\u2019t think we\u2019re going to see a return to full in-person work. We\u2019re going to end up at some equilibrium, where there\u2019s way more flexibility than there ever was before.<\/p>\n\n\n\n

So job hunters shouldn\u2019t shy away from applying to positions outside their geographic area?<\/strong><\/p>\n\n\n\n

If you find a job that\u2019s perfect for you, and you want to be remote but it\u2019s several hours away, yes\u2014I would apply. You\u2019re going to get through that initial screening, and they\u2019ll interview you, and there\u2019s a non-zero chance they\u2019re going to say, \u201cYou\u2019re awesome, so we\u2019ll figure out something to bring you on board.\u201d<\/p>\n\n\n\n

Is it true that finding a job is a full-time job in itself?<\/strong><\/p>\n\n\n\n

Not necessarily; lots of people search when they\u2019re already employed.<\/p>\n\n\n\n

The most successful searches are systematic. Put together an Excel spreadsheet with the jobs you\u2019ve applied to. Dedicate a certain number of hours per week; set a target for the number of applications. You might spend two hours identifying 20 good opportunities, and then over the next few days, spend 10 minutes on each.<\/p>\n\n\n\n

What other tips might you have?<\/strong><\/p>\n\n\n\n

Part of crafting your r\u00e9sum\u00e9, reaching out to people, and interviewing is selling yourself as a candidate. And that\u2019s really about storytelling and being able to answer the question, \u201cWhy this company, and why this job?\u201d<\/p>\n\n\n\n

That\u2019s where it\u2019s useful to talk to people, to practice that pitch\u2014why you\u2019re a good fit for the role, even if it may not seem obvious on paper.<\/p>\n\n\n\n

If you\u2019re laid off in your mid-50s or beyond, how do you decide if it\u2019s time to retire?<\/strong><\/p>\n\n\n\n

There\u2019s the obvious question of whether you could do it financially. If you\u2019re at that point, you have to think about: what do you get out of work besides a paycheck?<\/p>\n\n\n\n

\n

I don\u2019t think we\u2019re going to see a return to full in-person work. We\u2019re going to end up at some equilibrium, where there\u2019s way more flexibility than there ever was before.<\/p>\n<\/blockquote>\n\n\n\n

We often get a real sense of purpose, the feeling that we\u2019re doing good. People anticipate retirement as having all this free time to do things, but we don\u2019t realize how much social interaction and intellectual stimulation we get from work.<\/p>\n\n\n\n

Can you offer some perspective about how the job-hunting process looks from the other side\u2014the people doing the hiring?<\/strong><\/p>\n\n\n\n

When I do executive education, I talk about two approaches. One is exclusive: trying to weed out the people who can\u2019t do the job. This is how most job seekers think about hiring managers and recruiters\u2014that they can\u2019t wait to wad up r\u00e9sum\u00e9s and throw them in the bin.<\/p>\n\n\n\n

But the vast majority of recruiters and hiring managers have an inclusive approach; they\u2019re desperate to find really good candidates. They\u2019re weeding out the not-great fits, but only in service of finding good people.<\/p>\n\n\n\n

If you\u2019re talking to a career coach, reaching out to recruiters, customizing your r\u00e9sum\u00e9\u2014then you\u2019re doing more than 95% of job seekers. That other 5% is a much smaller pool of people you\u2019re competing against, and you\u2019re the type of person that recruiters are trying to find.<\/p>\n\n\n\n

(Top: Illustration by Ashley Osburn \/ Cornell University. Keller photo provided.)<\/em><\/p>\n\n\n\n

Published March 14, 2025<\/p>\n\n\n\n

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