Discrimination of the Unemployed

Following up on last week’s post, I found this link to an ERE article that confirms my belief that the unemployed have a much tougher time in the job market. If last week’s blog didn’t jolt you into beginning to take action BEFORE you need to take it, think about these words from the author …

When I first heard the term “long-term unemployed,” I thought it referred to people who had not worked in years. But the definition is six months or more.

There are NO guarantees that you won’t lose your job at some point in your career, but taking steps TODAY to ensure that you are managing your finance career to minimize that possibility is part of a smart career strategy. And it is just plain smart today.

The comments from recruiters following this article are very interesting. Whether you take time to read all of them or not, here’s an important concept from them …

Stand Out from the Crowd
Stand Out from the Crowd

Despite a “change” (merger, acquisition, sale) and the conundrum of two Chief Financial Officers and one available CFO position and with both candidates being equally qualified, there is still one winner and one loser … through no fault of either executive. However, the winner retains his employment and thus the “perception” (true or not) of being the more qualified candidate. The loser now dons the mantle of “unemployed” and carries the perception (true or not) of the lesser qualified candidate. It is the “still employed” CFO who will be on the radar screen of recruiters.

If you want to be, and remain, findable by recruiters, then it is incumbent upon you to begin solidifying your credibility and viability as the most-qualified CFO candidate while you are still employed. And just to be on the safe side, launch those strategies a good 9-12 months before you anticipate a move.

At the CFO-level, age discrimination has a new rival … unemployment discrimination.

Share and enjoy

Leave a Comment