Warren's frustration was barely perceptible the day that he walked into my office. He rarely visited without an appointment, and my curiosity was immediately peaked.
I knew that the day previous he'd finally had his much anticipated meeting with a key decision-maker. Warren [not his real name] was in an active job search and over the previous three weeks had spoken by phone with this contact about a position he'd applied for. He'd obtained his name from a colleague who also worked at the company and who managed to get Warren's resume into the contact's hands. HR subsequently called to arrange a phone conversation. The decision-maker worked closely with the position Warren applied for and didn't hide his growing interest as he came to recognize how closely Warren aligned with what the company was looking for in filling this job.
"I was really psyched about yesterday's meeting," Warren said to me, punctuating his words with agitated gestures. "Both of my earlier conversations on the phone went really well. I figured it was a done deal when he said he wanted me to meet the two directors, one of whom is the guy I'd be working directly for."
As Warren continued chatting he became more bothered in a way that, as a career specialist, I recognized all too frequently. "When I walked into his office and introduced myself," he continued, "he looked kind of disappointed and his smile faded. As we talked his tone seemed different than on the phone-the enthusiasm was gone. I tried not to read anything into it but there was no denying it. It was pretty obvious.
"The clincher was when he said that the other individuals weren't available to meet with me after all - scheduling conflict, he said - and he couldn't say when they'd be available again. He'd call me, he said. I was there less than 30 minutes."
I sat in patient anticipation and waited for the inevitable conclusion. "The conversations went so well up until he met me," he surmised matter-of-factly. "I believe it was my age."
- THE REALITY -
Whereas the unemployment rate for workers aged 55 and over remains lower than rates for the total labor force, the Bureau of Labor Statistics cites that since the start of the recession both the number of unemployed and the unemployment rate have increased by a greater percentage among the older segment of the workforce than for younger segments. And, once unemployed, older workers are on average out of work longer than younger counterparts.
The person on the other side of the table might very well be young enough to be your son or daughter. Because it's only natural for the hiring manager to want to like the person hired - or at the very least identify with that person - let's focus in on two of the more common themes of stereotyped thinking regarding older workers:
1. Older people are less healthy/lack energy. Of course, the aging process sometimes brings health issues, but that can be overcome by appearing fit and healthy. In her book, Finding A Job After 50, author Jeannette Woodward relates the account of a high school reunion at which an outsider would never guess that everyone there was the relatively same age. There are things we do or don't do that make us look and carry ourselves older.
2. Older people are know-it-alls/resistant to change. The environment is certainly different than 15 or 20 years ago. One thing older workers must avoid is when-I-was-your-age syndrome! If you maintain an attitude of how things used to be, or how things should be, you're sabotaging your job search efforts.
There are other ill-gotten notions about older workers, but these tend to predominate. Let's say you are the person sitting in that hiring manager's chair. Would you hire you? Assuming you would...why? The challenge as an older worker is to emphasize the value that you bring to the table and anticipate and deflect the (mis)perceptions. Conveying the what's-in-it-for-the-Employer is paramount during that conversation.
- EMPHASIZE YOUR VALUE -
I'm finding it increasingly ironic, having dealt personally with hundreds of job seekers during my career, that older workers themselves are swayed by the stereotypes associated with the job search. One particular client confessed to me that she had no particular concerns about finding a new job until a friend said to her, "Because you're old, you're going to have trouble finding a job. Nobody's going to want to hire you." She said she never thought of herself as "old" until her friend's remark and now she was worried! (Fortunately her confidence was restored after attending my Overcoming Age Bias In the Job Search seminar.)
In the informative and motivational book, The Age Advantage: Making the Most of Your Midlife Career Transition, author Jean Erickson Walker notes that inasmuch as age is indeed an issue, it's up to you to make it an advantage instead. I often remind my clients that two things are mandatory in this regard:
Know your Wow! factor... and know how to effectively articulate it.
As a mature worker you bring a level of skills and experience that can't be provided by even the sharpest new college graduate. Don't be intimidated by your own experience. It has served you well throughout your career:
-- You no doubt have a strong work ethic. There's no sense of "entitlement" in how you approach what you do.
-- You have both depth and breadth of experience. You bring a sense of history to your profession. You (and workers like you) are the 'memory' of your profession.
-- Your professional network is strong. You know a lot of people. Tap into that vast pool of compatriots!
-- Contrary to the stereotype, you probably are both computer savvy and up-to-date technically. (If not, take a computer class.)
-- You've probably had a great deal of experience working collaboratively with people of various ages. One particular client of mine reported that she included names of Gen X-er colleagues on her reference list. Great idea! The employer will now get a valuable "younger" perspective on how you do what you do.
-- Conduct your search with heavy emphasis on Networking. This is an essential part of anyone's job search, but even more so if age is a concern. As an older worker you need advocates - cheerleaders - who can pave your way and champion your message within targeted companies.
-- Become a member of a professional organization within your occupation - then join a team. On a team you are now behind-the-scenes in a role of influence, and the quality of your network is fortified.
-- Should you color your hair? This is becoming a hot-button issue in the job search. It's not too much of an issue for women, as we've been doing that without apology for eons. Ironically, it's men who are much more likely to (discreetly) ask me if they should color their hair. I have a stock answer: it's not about looking younger - it's about looking relevant. We all know those folks who seem to have been locked, for whatever psycho-nostalgic reason, into some long-ago decade. Do you look out of touch, out of style? Again, the person on the other side of the table might be young enough to be your son or daughter. Do you look like (and come across as) that person's old Aunt Clara or Uncle Rufus?
I gazed at Warren standing there. "I believe it was my age," he repeated matter-of-factly. I nodded in considered agreement. No sense trying to put a saccharin spin on this.
"You're probably right," I said. "Sit down, let's talk."
I knew that the day previous he'd finally had his much anticipated meeting with a key decision-maker. Warren [not his real name] was in an active job search and over the previous three weeks had spoken by phone with this contact about a position he'd applied for. He'd obtained his name from a colleague who also worked at the company and who managed to get Warren's resume into the contact's hands. HR subsequently called to arrange a phone conversation. The decision-maker worked closely with the position Warren applied for and didn't hide his growing interest as he came to recognize how closely Warren aligned with what the company was looking for in filling this job.
"I was really psyched about yesterday's meeting," Warren said to me, punctuating his words with agitated gestures. "Both of my earlier conversations on the phone went really well. I figured it was a done deal when he said he wanted me to meet the two directors, one of whom is the guy I'd be working directly for."
As Warren continued chatting he became more bothered in a way that, as a career specialist, I recognized all too frequently. "When I walked into his office and introduced myself," he continued, "he looked kind of disappointed and his smile faded. As we talked his tone seemed different than on the phone-the enthusiasm was gone. I tried not to read anything into it but there was no denying it. It was pretty obvious.
"The clincher was when he said that the other individuals weren't available to meet with me after all - scheduling conflict, he said - and he couldn't say when they'd be available again. He'd call me, he said. I was there less than 30 minutes."
I sat in patient anticipation and waited for the inevitable conclusion. "The conversations went so well up until he met me," he surmised matter-of-factly. "I believe it was my age."
- THE REALITY -
Whereas the unemployment rate for workers aged 55 and over remains lower than rates for the total labor force, the Bureau of Labor Statistics cites that since the start of the recession both the number of unemployed and the unemployment rate have increased by a greater percentage among the older segment of the workforce than for younger segments. And, once unemployed, older workers are on average out of work longer than younger counterparts.
The person on the other side of the table might very well be young enough to be your son or daughter. Because it's only natural for the hiring manager to want to like the person hired - or at the very least identify with that person - let's focus in on two of the more common themes of stereotyped thinking regarding older workers:
1. Older people are less healthy/lack energy. Of course, the aging process sometimes brings health issues, but that can be overcome by appearing fit and healthy. In her book, Finding A Job After 50, author Jeannette Woodward relates the account of a high school reunion at which an outsider would never guess that everyone there was the relatively same age. There are things we do or don't do that make us look and carry ourselves older.
2. Older people are know-it-alls/resistant to change. The environment is certainly different than 15 or 20 years ago. One thing older workers must avoid is when-I-was-your-age syndrome! If you maintain an attitude of how things used to be, or how things should be, you're sabotaging your job search efforts.
There are other ill-gotten notions about older workers, but these tend to predominate. Let's say you are the person sitting in that hiring manager's chair. Would you hire you? Assuming you would...why? The challenge as an older worker is to emphasize the value that you bring to the table and anticipate and deflect the (mis)perceptions. Conveying the what's-in-it-for-the-Employer is paramount during that conversation.
- EMPHASIZE YOUR VALUE -
I'm finding it increasingly ironic, having dealt personally with hundreds of job seekers during my career, that older workers themselves are swayed by the stereotypes associated with the job search. One particular client confessed to me that she had no particular concerns about finding a new job until a friend said to her, "Because you're old, you're going to have trouble finding a job. Nobody's going to want to hire you." She said she never thought of herself as "old" until her friend's remark and now she was worried! (Fortunately her confidence was restored after attending my Overcoming Age Bias In the Job Search seminar.)
In the informative and motivational book, The Age Advantage: Making the Most of Your Midlife Career Transition, author Jean Erickson Walker notes that inasmuch as age is indeed an issue, it's up to you to make it an advantage instead. I often remind my clients that two things are mandatory in this regard:
Know your Wow! factor... and know how to effectively articulate it.
As a mature worker you bring a level of skills and experience that can't be provided by even the sharpest new college graduate. Don't be intimidated by your own experience. It has served you well throughout your career:
-- You no doubt have a strong work ethic. There's no sense of "entitlement" in how you approach what you do.
-- You have both depth and breadth of experience. You bring a sense of history to your profession. You (and workers like you) are the 'memory' of your profession.
-- Your professional network is strong. You know a lot of people. Tap into that vast pool of compatriots!
-- Contrary to the stereotype, you probably are both computer savvy and up-to-date technically. (If not, take a computer class.)
-- You've probably had a great deal of experience working collaboratively with people of various ages. One particular client of mine reported that she included names of Gen X-er colleagues on her reference list. Great idea! The employer will now get a valuable "younger" perspective on how you do what you do.
-- Conduct your search with heavy emphasis on Networking. This is an essential part of anyone's job search, but even more so if age is a concern. As an older worker you need advocates - cheerleaders - who can pave your way and champion your message within targeted companies.
-- Become a member of a professional organization within your occupation - then join a team. On a team you are now behind-the-scenes in a role of influence, and the quality of your network is fortified.
-- Should you color your hair? This is becoming a hot-button issue in the job search. It's not too much of an issue for women, as we've been doing that without apology for eons. Ironically, it's men who are much more likely to (discreetly) ask me if they should color their hair. I have a stock answer: it's not about looking younger - it's about looking relevant. We all know those folks who seem to have been locked, for whatever psycho-nostalgic reason, into some long-ago decade. Do you look out of touch, out of style? Again, the person on the other side of the table might be young enough to be your son or daughter. Do you look like (and come across as) that person's old Aunt Clara or Uncle Rufus?
I gazed at Warren standing there. "I believe it was my age," he repeated matter-of-factly. I nodded in considered agreement. No sense trying to put a saccharin spin on this.
"You're probably right," I said. "Sit down, let's talk."
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