Getting your player ready...
With the economy in its current state and many older workers staving off retirement, more and more older job candidates are competing for employment. Companies, thirsting for skilled workers with experience, would be smart to welcome them with open arms.
Views held of older workers are changing rapidly. In the recent past, it was widely believed that older workers were less productive, had more workplace injuries and cost employers more in healthcare and other benefits. None of these statements is true. Studies show older workers are just as productive as when they were younger, can contribute as much as their younger counterparts, are more dependable and have better problem-solving abilities than younger workers. A growing number of employers recognize this and are seeking more experienced workers. However, there are still many older job seekers having a difficult time getting a job. The easiest explanation for some of these older job candidates is that age discrimination is blocking their entry into the labor force. In fact, a recent survey of job seekers found that nearly 40 percent of all respondents believed their age was the biggest obstacle in finding a job. In reality, the only roadblocks to employment are most likely self-imposed. Many older workers simply need to believe in themselves, be more assertive in their job-search efforts and make sure that age is a non-issue.
One way job seekers can head off potential age discrimination is by displaying a special openness and volunteering the answers to questions an employer is not legally allowed to ask. Such an approach might just help to tip the scale in the job seeker’s favor. Inquiries as to age, health, marital status and property ownership are off limits for interviewers to ask a job candidate. However, the job seeker bringing up this information can go a long way towards dispelling the negative
stereotypes associated with age and assuring the employer he or she is the right person for the job. Companies seek people who are enthusiastic, fit, stable and confident in their skills. By confronting age issues head-on, one is in effect saying: “It is no big deal; in fact, there are many advantages to being more mature.” Statements about home ownership and marital status reflect stability. The fact that retirement plans are not in the near future sends the signal that, if hired, the person will likely remain for a number of years and will consider the position as his or her last job. The willingness to learn and a social relationship with younger people displays flexibility and dispels the stereotype that older people are rigid in their thinking and attitudes. The worst thing a job seeker can do is apologize or act defensive about being older. Never say, “Nobody really wants to hire someone who is over 50.” One cannot have a defeatist attitude or it will show during the interview.
Older job seekers should also try to focus on their most recent achievements. They should not mention accomplishments from 10 years ago unless they are extraordinary or the only example of experience that meets the employer’s needs. If it is necessary to mention a past accomplishment, it should be spoken about as if it happened today.
Finally, one should not talk down to, patronize, or become convinced that it is impossible to work for a younger manager. It is critical that older job seekers avoid making the interviewer inferior. If there is a problem working for someone younger, it should be resolved immediately because odds are that many jobs will involve working for people who
are younger. Employers hire people they like. Candor is a preemptive strike that removes unspoken roadblocks and puts the interviewer at ease. Additionally, older job seekers who voluntarily discuss an interviewer’s unasked questions will distinguish themselves from other candidates their age.
Views held of older workers are changing rapidly. In the recent past, it was widely believed that older workers were less productive, had more workplace injuries and cost employers more in healthcare and other benefits. None of these statements is true. Studies show older workers are just as productive as when they were younger, can contribute as much as their younger counterparts, are more dependable and have better problem-solving abilities than younger workers. A growing number of employers recognize this and are seeking more experienced workers. However, there are still many older job seekers having a difficult time getting a job. The easiest explanation for some of these older job candidates is that age discrimination is blocking their entry into the labor force. In fact, a recent survey of job seekers found that nearly 40 percent of all respondents believed their age was the biggest obstacle in finding a job. In reality, the only roadblocks to employment are most likely self-imposed. Many older workers simply need to believe in themselves, be more assertive in their job-search efforts and make sure that age is a non-issue.
One way job seekers can head off potential age discrimination is by displaying a special openness and volunteering the answers to questions an employer is not legally allowed to ask. Such an approach might just help to tip the scale in the job seeker’s favor. Inquiries as to age, health, marital status and property ownership are off limits for interviewers to ask a job candidate. However, the job seeker bringing up this information can go a long way towards dispelling the negative
stereotypes associated with age and assuring the employer he or she is the right person for the job. Companies seek people who are enthusiastic, fit, stable and confident in their skills. By confronting age issues head-on, one is in effect saying: “It is no big deal; in fact, there are many advantages to being more mature.” Statements about home ownership and marital status reflect stability. The fact that retirement plans are not in the near future sends the signal that, if hired, the person will likely remain for a number of years and will consider the position as his or her last job. The willingness to learn and a social relationship with younger people displays flexibility and dispels the stereotype that older people are rigid in their thinking and attitudes. The worst thing a job seeker can do is apologize or act defensive about being older. Never say, “Nobody really wants to hire someone who is over 50.” One cannot have a defeatist attitude or it will show during the interview.
are younger. Employers hire people they like. Candor is a preemptive strike that removes unspoken roadblocks and puts the interviewer at ease. Additionally, older job seekers who voluntarily discuss an interviewer’s unasked questions will distinguish themselves from other candidates their age.
