Finding part-time work, post-retirement

the organization and the individual is critical, for a number of reasons. To begin with, an organization may have a process in place, ranging from an online application to the request for transcripts – all without disclosing whether parttime work would even be possible there. That’s a lot of one-sided effort for little return. Phil’s risk is that by the time the system finishes “processing” him, he could be eliminated for not having appropriate credentials, or for reporting too high of a past salary.

That said, some companies have no process at all for handling unsolicited candidates, creating a different brick wall. Ironically, while all this miscommunication is happening, individual department managers are telling survey-takers that they can’t find enough qualified staff. So, to summarize the first chunk of the answer: For the most part, Phil and other candidates will find that individual managers are happy to entertain polite and direct inquiries about potential openings in their departments. They can always redirect the candidate to HR or the company website if necessary, so it makes sense to start with the manager. process. Even so, if the right candidate were to suddenly cross the threshold, the manager might be allowed to simply make the hire.

The beauty of connecting directly to the department manager without cycling first through an application process is that the manager is more likely to ask the right questions: What can you do for me, and will you show up to do it? As long as the candidate can answer those questions credibly, the issue of credentialing will be far less important than it would be to an online system or HR person.