The majority of job search clients we work with are between the ages of 45 and 65 years old.
We hear this word a couple of dozen times per week from clients. I hear it cited as a reason for job seekers experiencing no results or poor results in their job search as an Expert Moderator for LinkedIn’s Job Seeker Premium Group.
I hear the frustration and pain from experienced job seekers day in and day out:
“Employers want to hire a 20-something year old, with the experience of a 50-year old, at the price of an 18-year old.”
“45 is the new 65. And no one calls me because of it.”
“I can see the HR Manager’s shoulders slump down when I walk in, knowing they realized I’m older than I sounded on the phone interview.”
This pain is real.
Ageism (as sexism, racism, and other -isms) in the job search is real. And the age-related rejection, real or perceived, is debilitating otherwise competent job seekers across the globe.
What are you supposed to do if you believe ageism is a problem in your job search?… Continue Reading…
Ageism as a challenge gets thrown around a lot in the executive recruiting world. There is this false assumption that because you’re a certain age that you won’t get the job. The reality is there are plenty of companies who will hire you for your expertise regardless of your age if you can properly convey your value.
Yet many executives looking for work still cite ageism as their main challenge in landing the job. Pardon the bluntness, but perhaps “ageism” isn’t the real problem here. In fact, it’s very likely that perhaps you’re making some mistakes that portray you as dated, inflexible and victimized – characteristics that are unattractive at any age.
Use our tips to make sure you aren’t coming off this way in your job hunt.… Continue Reading…