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Job-Hunting over the age of 45
By Pat O'Donnell
© July 20, 2008, all rights reserved.
I am in my 50s. Yes, age bias exists and, yes, it is illegal. You won’t always be able to avoid it. But age bias is sometimes not really about your actual age, it is about certain soft skills and attitudes that employers desire but older employees are less likely to value. And if you learn to address those issues, you can make concerns about age go away.
Attitude
First of all, if you think the world is against you, I will bet it shows in your interviews. You need to peel back the layers on your emotions. Do you think society has fouled up again? That young managers don’t know what they are doing? Or is it that you don’t know how/where to sell yourself at this stage of your career and are afraid?
Your focus should be to find the companies for which you are a highly desirable applicant just as you are and to present yourself to those companies in a manner that makes you one of the first applicants to be selected for an interview. While this may require a stronger sell than was necessary a few years ago, it is not at all impossible. It just requires some additional strategic layers and may indicate a different kind of company than the one you left. For instance, a smaller company or start-up may prefer a more experienced candidate to obtain a greater depth of industry knowledge with a smaller staff count. Or target your skills in business development (well-documented with case histories) to a company who has been struggling with the issue for some time.
If you are significantly overqualified for a job description as written, don’t spend a lot of time applying for it. The company will be concerned that you will leave as soon as you find a job for which you are better suited. You could offer to sign a contract promising that you will stay at least 2 years, but they will still be concerned that you will become crabby in the role because you are being under-utilized and that you will be disruptive to the balance of the team structure.
Trends in age of employees
- 2000-2003
- The number of workers under the age of 45 was constant.
- The number of workers over 45 increased 86%.
- 2005
- 45% of workers are over the age of 45.
- 2010 projected
- Labor shortage due as baby boomers retire
- Most boomers plan to work full-time or part-time after retiring.
How older workers are perceived
- More expensive than younger employees doing the same work (usually true).
- Difficult to supervise, they think they know more than team mates. Poor or selective follow-up.
- Inflexible, grumpy, frumpy, more likely to argue. Poor communication skills. Less political.
- Hard to train, don’t know new technology.
- Disconnected from company vision and younger team-mates. Prefer to be sole contributors.
- Get sick more often (false).
- Low and declining energy. Resist overtime.
Market demand for new hires
- As the pace of corporate innovation increases, the duration of the average permanent job decreases because company priorities change more rapidly, and your seniority or longevity may be irrelevant. The career track you were on for the last ___ years doesn’t matter. The employer wants to know if you can hit the ground running for today’s needs.
- 2 out of 100 resumes result in a job offer.
- A resume needs to be better written to be effective because employers have access to more resumes through websites and job databases. Is your resume well-written enough that you will be one of the interviewees chosen from 20 resumes? 100?
Strategies to try
So what am I saying? Learn and emphasize what a company values in today’s market. Make sure you know how to sell yourself. Focus on the benefits of your depth of knowledge, but make sure you also counter the expected negative attitudes associated with older workers. Note the ways attitude as well as knowledge is being addressed in the bullets below:
- “I really enjoy being on teams which solve problems and grow business.” Don’t just say “I have lots of experience” which would emphasize the gap in age but not the quality of experience and your willingness to be a team member.
- “I have the contacts to drive growth.”
- “I thrive in fast-paced environments.”
- To an insurance or medical company with older customers: “I may understand your customer better than a younger applicant.”
- “Yes, I supervised many people. Learned how to work with lots of different kinds of people. Can we take a tour of the company? I would like to see how you do it.“
- “I can start as a part-time consultant to let you evaluate what I offer at a small cost.”
- “I just attended a conference on that new technology and was a panelist.”
Topics: Branding + Positioning, Career Strategies, Interviews, Networking, Resume, Salary, Training |
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