Have you been concerned that employers are considering you “too old” for their open positions? Do you
see more “older” people unemployed in your community? During interviews, have you been a little self-
conscious about your age, or referred, even positively, about it? Well, just stop. Stop about your age
already.
I’ve been a recruiter for 33 years; there is not as much bias against "older" employees as you probably
think. Certainly, one’s age is often considered by an employer – as are many other qualities. However,
those other judgements are subjective while age is not. When rejected for a job, we have a tendency to
focus on age because it is obvious and absolute, and beyond our control. It is easier to think it was our
age, rather than our skill, intelligence, or some other qualitative evaluation of us.
If you believe that more unemployed people are older, you’re right. "Baby boomers" are now in their late
forties and early fifties. Their age group is larger than that of any other population sector in the
workforce – and in the out-of-work force. But more hiring authorities are in this age group as well. The
truth is that many companies today want employees with maturity and "life" experience. If a senior
candidate “sells” his age and experience the right way, it can be a definite advantage.
Align Your Perspective
The competition for every good job is strong. On average, I see employers interview 18 candidates for
each open position. Many candidates have a very self-centered perspective that "I'm a good employee ...
a good worker ... any company is lucky to have me." They don’t comprehend that each of the 18
candidates could be described the same way. With so many candidates from which to choose,
companies are able to narrow their focus to very specific characteristics. From my experience, age is
rarely one of those.
When I’ve sensed that an older candidate’s age was a factor in his/her rejection, it was because age
affected his performance in the interview. If you act old, complain about being old, or ask whether you
are too old … you are likely to be seen as too old. If you lack energy, or mental acuity, you may be
perceived as “too old.”
My recommendation is that you simply act like someone very capable of performing the job. Act like your
age is irrelevant, and most of the time it will be. Rarely does age have anything to do with the hiring
decision. At the same time, “soft” sell your age without alluding to it directly. The hiring authority will
remember that you were mature and experienced, not old. Here’s a list of Do’s and Don’ts I’ve seen
affect an older worker’s candidacy:
The Don’ts
1. DON'T try to cover up your age by dropping the first 10 or 15 years of experience from your resume.
A big gap between when you left school and when you began work will raise a red flag.
2. DON'T, on the other hand, bring attention to your age as though it was a "chip" on your shoulder.
Saying you “offer 40 years of great work experience" could be a turn-off for a prospective employer.
3. DON'T make age an issue in the interview. Never refer to your age or ask the company’s policy
towards older workers. Avoid saying anything that could make the interviewer judge your age.
4. DON'T make an issue of your age even if you think the company prefers older workers. If that’s true, I
guarantee it is still only a minor item on their candidate checklist – and everyone else you’re competing
against has it checked as well. You are a mature and experienced professional; age is irrelevant, act that
way.
5. DON'T confuse "too old" with "too much experience," or with "previous position too high.” Companies
know that employees brought into positions below previous responsibility levels are more likely to move to
another company later. Your age was probably not a factor. Consider toning down your resume and
previous job titles to match the job posting’s requirements.
The Do's
1. DO act energetic. I cannot emphasize this enough. Most age bias comes from a perception that
"older" workers don't have the energy it takes to excel. This couldn’t be further from the truth. A person
that is energetic at age 14 will be energetic at age 60. Be energetic in the interview; use energetic,
forceful words. Lean forward in the chair. Be "up" for the interview, even if you are normally a "laid back"
person.
2. DO dress sharply. Classic, conservative attire is always recommended for an interview. Just make it
today’s “classic” and not yesterday’s. Don’t dress “young,” just don’t dress “old.”
3. DO sell the your age as a strength. "There is NO experience like experience." You have
encountered many different business situations. Your children are grown and do not impact your ability
to work. Your social life does not affect job attendance. Sell your loyalty and longevity at previous
employers. Sell your numerous accomplishments. You bring value to the company, sell yourself.
4. DO let the interviewer know that retirement is a long way off for you – 10 or 15 more years. You plan
on working and hope to spend those years with the same company.
5. DO sell your experience. You have been in many difficult situations and do not "run" the first time
things get tough. Tell about the successful business person who said he owed it all to "good decisions."
Asked how he made good decisions, he replied, "from experience." Asked how he had gained
experience, he replied, "bad decisions." You have survived bad decisions and learned a great deal in the
process. Only a real "experienced" person has that to offer.
6. DO forget about your age. You can't do anything about it, so don't let it occupy your time and
energy. Quit worrying about those who don't want to hire you ... for whatever reason. Just keep
interviewing. Find the company that will hire you.
Finding a good job is not easy, at any age. The fact you are struggling to find a job needs no excuse –
many people are. The people that are finding a job are more often those who are conducting an
intelligent, energetic, and organized job search campaign. They come from all age groups. I have placed
hundreds of senior professionals in great jobs. It is not easy, but you can do it, you have no excuse.
Dr. Anthony (Tony) Beshara is the nation's #1 recruiter and author of an acclaimed book on career
success, The Job Search Solution. He has appeared on numerous television and radio programs as an
industry expert including The Dr. Phil Show. Contact Tony at tony@babich.com, or visit his web site at
www.thejobsearchsolution.com.
see more “older” people unemployed in your community? During interviews, have you been a little self-
conscious about your age, or referred, even positively, about it? Well, just stop. Stop about your age
already.
I’ve been a recruiter for 33 years; there is not as much bias against "older" employees as you probably
think. Certainly, one’s age is often considered by an employer – as are many other qualities. However,
those other judgements are subjective while age is not. When rejected for a job, we have a tendency to
focus on age because it is obvious and absolute, and beyond our control. It is easier to think it was our
age, rather than our skill, intelligence, or some other qualitative evaluation of us.
If you believe that more unemployed people are older, you’re right. "Baby boomers" are now in their late
forties and early fifties. Their age group is larger than that of any other population sector in the
workforce – and in the out-of-work force. But more hiring authorities are in this age group as well. The
truth is that many companies today want employees with maturity and "life" experience. If a senior
candidate “sells” his age and experience the right way, it can be a definite advantage.
Align Your Perspective
The competition for every good job is strong. On average, I see employers interview 18 candidates for
each open position. Many candidates have a very self-centered perspective that "I'm a good employee ...
a good worker ... any company is lucky to have me." They don’t comprehend that each of the 18
candidates could be described the same way. With so many candidates from which to choose,
companies are able to narrow their focus to very specific characteristics. From my experience, age is
rarely one of those.
When I’ve sensed that an older candidate’s age was a factor in his/her rejection, it was because age
affected his performance in the interview. If you act old, complain about being old, or ask whether you
are too old … you are likely to be seen as too old. If you lack energy, or mental acuity, you may be
perceived as “too old.”
My recommendation is that you simply act like someone very capable of performing the job. Act like your
age is irrelevant, and most of the time it will be. Rarely does age have anything to do with the hiring
decision. At the same time, “soft” sell your age without alluding to it directly. The hiring authority will
remember that you were mature and experienced, not old. Here’s a list of Do’s and Don’ts I’ve seen
affect an older worker’s candidacy:
The Don’ts
1. DON'T try to cover up your age by dropping the first 10 or 15 years of experience from your resume.
A big gap between when you left school and when you began work will raise a red flag.
2. DON'T, on the other hand, bring attention to your age as though it was a "chip" on your shoulder.
Saying you “offer 40 years of great work experience" could be a turn-off for a prospective employer.
3. DON'T make age an issue in the interview. Never refer to your age or ask the company’s policy
towards older workers. Avoid saying anything that could make the interviewer judge your age.
4. DON'T make an issue of your age even if you think the company prefers older workers. If that’s true, I
guarantee it is still only a minor item on their candidate checklist – and everyone else you’re competing
against has it checked as well. You are a mature and experienced professional; age is irrelevant, act that
way.
5. DON'T confuse "too old" with "too much experience," or with "previous position too high.” Companies
know that employees brought into positions below previous responsibility levels are more likely to move to
another company later. Your age was probably not a factor. Consider toning down your resume and
previous job titles to match the job posting’s requirements.
The Do's
1. DO act energetic. I cannot emphasize this enough. Most age bias comes from a perception that
"older" workers don't have the energy it takes to excel. This couldn’t be further from the truth. A person
that is energetic at age 14 will be energetic at age 60. Be energetic in the interview; use energetic,
forceful words. Lean forward in the chair. Be "up" for the interview, even if you are normally a "laid back"
person.
2. DO dress sharply. Classic, conservative attire is always recommended for an interview. Just make it
today’s “classic” and not yesterday’s. Don’t dress “young,” just don’t dress “old.”
3. DO sell the your age as a strength. "There is NO experience like experience." You have
encountered many different business situations. Your children are grown and do not impact your ability
to work. Your social life does not affect job attendance. Sell your loyalty and longevity at previous
employers. Sell your numerous accomplishments. You bring value to the company, sell yourself.
4. DO let the interviewer know that retirement is a long way off for you – 10 or 15 more years. You plan
on working and hope to spend those years with the same company.
5. DO sell your experience. You have been in many difficult situations and do not "run" the first time
things get tough. Tell about the successful business person who said he owed it all to "good decisions."
Asked how he made good decisions, he replied, "from experience." Asked how he had gained
experience, he replied, "bad decisions." You have survived bad decisions and learned a great deal in the
process. Only a real "experienced" person has that to offer.
6. DO forget about your age. You can't do anything about it, so don't let it occupy your time and
energy. Quit worrying about those who don't want to hire you ... for whatever reason. Just keep
interviewing. Find the company that will hire you.
Finding a good job is not easy, at any age. The fact you are struggling to find a job needs no excuse –
many people are. The people that are finding a job are more often those who are conducting an
intelligent, energetic, and organized job search campaign. They come from all age groups. I have placed
hundreds of senior professionals in great jobs. It is not easy, but you can do it, you have no excuse.
Dr. Anthony (Tony) Beshara is the nation's #1 recruiter and author of an acclaimed book on career
success, The Job Search Solution. He has appeared on numerous television and radio programs as an
industry expert including The Dr. Phil Show. Contact Tony at tony@babich.com, or visit his web site at
www.thejobsearchsolution.com.
| Not That Same “Old” Excuse Again Ghost written for Dr. Anthony Beshara Appearing January 2007 |
