By now there must be untold catalogues of PhD theses on how Boomers (like me) have wreaked havoc on the environment, politics, housing, and the job market. There are truths to be had here, and exaggerations too. Blaming past generations for our current woes is built into our nature it seems. Nevertheless, I am optimistic about the possibilities for younger generations looking to either get into the business, move up, or transition. It's all about opportunity.
Part of the challenge is the allure of technology that promises to streamline, shortcut, process, automate, and generate a connection between the applicant and the job. We are enamored with Tinder technology in our social lives, why not in our work world as well? A company called Switch tried just that approach. They seem to have failed. Nevertheless, we still have job search sites such as Indeed and Monster, as well as variety of niche sites for nearly every profession. Anecdotally I don't know any managers or applicants that are happy with this system, and yet it plods on, in part because it requires very little effort on both sides. Applicants lob their resumes into the ether and are disappointed when they don't get a response, and managers whine because they wade through long lists of applications but still can't seem to find the "right" candidate.
My approach is decidedly Boomeresque for the career seeker:
1. Pound pavement.
2. Do research.
3. Make connections.
4. Find the person who can pull your resume from the bottom to the top.
You're in the right place if you're tired of the mechanized, impersonal approach. It's not about how finding a job was done "back in the day." I just think this approach works in the business of the performing arts, and I have a pretty good track record with my clients to show for it.