I gave him the information, and added that I really did not think this was going to do any good, because I felt confident that any employer who has the chance will immediately look at the total years of employment to approximate the age of the individual.
The recruiter sent an email back to me that went something like this:
"Dick, thank you for your efforts. However, I know my client, and if I send them a referral on someone who is in the 65 to 70 years of age bracket, they will not accept/hire them. I will keep your resume on file for some of the temporary opportunities that will show up."
I have been trying for almost two years to get back into the HR management field with no luck. A little rusty — what can I do, if anything??
A: First of all, if there are any recruiters, in particular this one, or hiring authorities out there that think this is an "honest" way to help someone, think again. This letter breaks all kinds of EEOC laws. Not only does it open the recruiter to age discrimination, it opens your client as well. It is against the law to discriminate based on age, even if the person is 90, and it is also very stupid, based on today's environment. I don't say all this to prompt a lawsuit, only to save some people future trouble.
Now back to the situation at hand. This issue has been discussed many times in this space (hence, the term "Gray Hair Management"), and there is a ton of material on the web about the subject. So the bulk of what I am getting ready to say is review and/or repetition, depending on your perspective.
Let me start with the comment, "Today's environment has changed". Some facts/points:
- People, in general, don't work 15, 20, or more years for a single company anymore. Heck, many companies don't even survive that long. The average tenure in a company today is two to four years, depending on the source you use. Most people in their twenties and early thirties will work for at least eight to twelve companies in their career.
- Here is a number that has been quoted all over and which we should all be well aware of: there are 80 million plus boomers and 30 million plus Generation X'ers. Can you say labor shortage?
- Companies are much more "project"-oriented today, as opposed to long term-oriented. They look to bring in "talent" for a two to three year "project". If there is something else after that for the individual, fine, if not, then that is alright as well.
- Companies have annihilated organizational development and training departments. This should tell you one big thing: they are not looking to internally develop people for internal growth.
- Most have already proven themselves, and if presented right, have a track record of accomplishments.
- There is a stronger work ethic!! Sorry, younger folks. This one, unfortunately, is true. Boomers, you can sell this!
- There is experience, maturity, proven history (again), etc. that goes along with being a "gray hair." Some thirty-somethings may be dynamic, entrepreneurial, etc., but over 90% of the time they don't know squat about running a company. Who did the young guns at Netscape hire to run the company? A proven leader by the name of Jim Barksdale. And who did Brin and Page bring in to help run the most successful company in the world for the last 5 years? Eric Schmidt, a proven leader.
- You are 50, 55, 60, whatever. Don't try to look 30. You will look ridiculous. That doesn't mean you should dress in styles that are 20 years outdated. Buy GQ, Esquire, etc. and look at the styles the boomers are wearing. This says you have kept up with the world, but you are also proud of your experience.
- Go in with high energy. The big bottom line in the bulk of age discrimination, as I have written before, is the "fire in the belly." You don't have to maul the interviewer, but you don't want to bore him to sleep either.
- Are your computer skills up to speed? If not, go take a course or two at a local community college or a night course at a high school or "senior" center. The computer stores offer packages as do specialized computer-training firms. There is no excuse for being out-of-date with technology. You shouldn't have to learn to text message. If you do for a job, that firm probably isn't a good fit.
- Are your skills and knowledge in your own industry up to date? It doesn't show much ambition to a hiring authority if they are not. Are there some auxiliary skills or knowledge that may not be critical to your industry, but beneficial, that you can develop? This demonstrates a desire and an ability to continue to learn.
- Are you really current with your own industry in general? The writer mentioned HR. The simple fact is that more and more HR functions are being outsourced. That doesn't necessarily make it a booming field internally in corporations. But as outsourcers and contractors continue to grow, they need more help.
- What else do you bring to the table that a younger person doesn't typically? I mentioned several possibilities above. But another big one is mentoring. If you are a boomer, chances are good you have trained and mentored others. Even though this is not a big deal these days at most companies, it still needs to happen on some levels. And as an employee, you technically are "free" to them in this area. After all, you are being hired for a position. This one is an added bonus to an employer.
- Be honest and forthright. If you are 60 or older and are working as much for the enjoyment and challenge, tell them that. Don't tell them you are planning to work another 10 to 15 years if you are not.
- Consider offering to come in as a contractor.
- All this leads to my final comment: make yourself a hired gun!!!
Bill
About the Author
Bill Gaffney has 16 years experience as an executive recruiter and a career coach. He is too old to rock'n'roll but too young to die. Retirement is not on the horizon. He can be reached at 937-567-5267 or wmgaffney@prodigy.net. For questions to be considered for this column please email askamaxa@yahoo.com.
