{"id":8216,"date":"2023-08-05T18:15:07","date_gmt":"2023-08-05T18:15:07","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/3-ways-to-counter-age-discrimination-in-your-job-search\/"},"modified":"2023-08-05T18:15:08","modified_gmt":"2023-08-05T18:15:08","slug":"3-ways-to-counter-age-discrimination-in-your-job-search","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=8216","title":{"rendered":"3 Ways To Counter Age Discrimination In Your Job Search"},"content":{"rendered":"
\n

My most pressing long term career question is regarding employment opportunities for those who do not accept the fact they must retire after some age, proposed by a local government or else, and the fact they are not anticipated to stay competitive starting from some certain age. I feel like, HR professionals are actively discussing D&I, AI, the post-pandemic word, future workplace, etc, and not an opportunity to leverage this category of individuals. There\u2019s no wide-open discussions on fears, challenges and uncertainties, and how to overcome them in advance. \u2013 Head of Engineering<\/em><\/p>\n

There are two separate issues in this reader\u2019s question: 1) the external pressure on aging (e.g., a retirement age rule, prospective employers who assume that older means less competitive); and 2) the internal \u201cfears, challenges and uncertainties\u201d. Yes, it would be great if HR or senior leadership supported special initiatives to address late-career concerns, but you can\u2019t wait for any one resource. Instead, when you plan your job search, reserve time and attention for navigating both the external and internal challenges that come late in your career.<\/p>\n

Be prepared to counter common concerns about late-career candidates<\/h2>\n

Before assuming outright age discrimination, do an honest self-assessment of your marketing and interviewing technique. Are your skills competitive? For a head of engineering role, this means recent on-the-job experience with the latest technologies. If you\u2019re trying to enter a new industry or fill a skills gap, training courses and\/or certifications provide searchable keywords during the resume screen, as well as examples to talk about during a networking meeting or job interview.<\/p>\n

Are you committed for the long-term or retiring soon? There is always a ramp-up period to learn the processes, priorities and culture of a new employer. Companies don\u2019t want to invest in people who might soon leave. Yes, this isn\u2019t just a problem with late-career professionals, but it is a concern, so you have to address it.<\/p>\n

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Justify your value \u2013 i.e., compensation<\/h2>\n

You might be coming from a VP salary, and your next employer is weighing whether they need a VP or simply a director-level hire (or even a manager). When you look at a job posting or talk to a prospective employer, dig deep for what the employer really wants and needs. Then, identify how you specifically can address these issues, and ideally quantify that contribution. Look past the ongoing responsibilities, and trace how your role impacts the company bottom line \u2013 e.g., adding revenue, decreasing costs, increasing profits.<\/p>\n

Challenge yourself to find 10x the value for your compensation (the more senior you are, the more impact you should have). If you\u2019re looking at a $200,000 job, can you find $2 million in value to the company? If you can focus your interviews on your measurable contribution to the bottom line, you\u2019ll address the sometimes-unspoken hesitation about whether you\u2019re too expensive or overqualified.<\/p>\n

Counter internal head games with late-career success stories<\/h2>\n

In order to convince employers that you\u2019re the best candidate, you first have to convince yourself. If you\u2019re anxious about your job search prospects, that nervousness will show up in your networking meetings and interviews. Even if you\u2019re confident in your own ability, your fears about your career prospects may be interpreted as lack of confidence or credibility.<\/p>\n

Hopefully, you have a supportive network that not only gives you information, but also inspiration. Identify a particularly optimistic and encouraging friend, and enlist them as your job search buddy as you go along your search. This is the person you call before a job interview. Keep a folder of late-career success stories to tap into when you\u2019re feeling discouraged or procrastinating on your outreach calls. If you\u2019re changing careers, get inspired by the educator-turned-watchmaker. If you\u2019re unemployed, take solace in this 50-year-old who turned her layoff into a promotion and higher salary.<\/p>\n

Help yourself to help others<\/strong><\/h2>\n

Tune out any bad news about late-career job search in general. You are not the general job market. Your job search outcome is binary \u2013 you either get a job, or you don\u2019t. Whatever is happening regarding age discrimination is not your immediate concern. Focus on getting the best job for you.<\/p>\n

That said, if you are moved by the plight of the late-career professional, there are multiple ways to give back. Once you land your dream job, you will be a success story for others. Reach back into your network to share information and inspiration, and be the optimistic friend cheering on someone else still in their job search. At your new company, initiate an employee resource group dedicated to late-career professionals to raise visibility on this issue and give yourself some leadership experience!<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

My most pressing long term career question is regarding employment opportunities for those who do not accept the fact they must retire after some age, proposed by a local government or else, and the fact they are not anticipated to stay competitive starting from some certain age. 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