Anyone thathas admittance the discussions in our Linkedin Job Search Networking Groupknows that I am not a big fanatic in age discrimination. That doesn'tmean I think it doesn't happen. What it does endeavor is that I don't thinkit happens as frequently as many candidates do. In fact, I resign yourself to itis far and wide more scarce than most.
Well I am wrong. Age discrimination is alive, living, and affect totally well. My last two executive searches prove that I'm incorrect and it no question exists.
I have beenretained to fill a CFO and VP Manufacturing search. Both positions arevery senior level bad skin and in two oscillate companies. In a normalsearch, we will present 4 or 5 candidates to the client past theyhire one of them. These two were a little different. I had presented mynormal 5 candidates and the client was interested in, but not sold on,a couple of the candidates. They yet wanted to see a few more. (Bythe pretension as a side journey, in today's market that is entirely common.Clients seem to always want to see a few more. After all, there are somany candidates on the market.)
Thecandidates they liked were all 7 or 8's upon a scale of 1 - 10. They allhad 15-20 years of experience and judging from when they graduated fromcollege, ranged in age from late 30's to mid-40's. Both of these jobswere definitely senior, and due to the flora and fauna of the challenges facing thecompanies required a genuine intensity of experience and not just the normaldepth one gets in 15-20 years. These candidates just weren't "mature or experienced" sufficient were the words the clients used.
As theclient requested, I presented 2 more candidates to each company. Theselast 4 candidates every had no less than 30 years of experience, and allhad graduated from educational in the tardy 70's and at the forefront 80's. You can dothe math on their ages. My guess is mid to late 50's and possibly even60. To no real incredulity my clients each hired one of these 4. Thecomment the client made to me at some dwindling during the hiring processwas, "If I can acquire a good 3-5 years from them, that is every one canexpect in today's world, and I'm more than good past that. Hell, I maynot even be here in 5 years."
WOW, a distinct combat of age discrimination if I ever saying one. The first action was conveniently discriminated next to due to their age.
Again,before you write me a nasty comment, I consent age discrimination exists.But it works both ways. I as well as don't give a positive response every times a persondoesn't acquire a position, especially more senior candidates, it is agediscrimination. Often they are just plain over-qualified for the job,just as these candidates were under-qualified for these jobs.
Part 2 onthis topic will be more in-depth as to some new contributing factorsthat helped the second activity win the job. There is hope, and byfollowing the suggestions in share 2, you can avoid age discriminationon either side of the equation.
We meet the expense of a large repository of pardon tools and resources (CLICK HEREFOR LISTING) for candidates of every ages to back up you significantlyreduce your mature in search. every morning of aimless wages costs you hundredsof dollars and stress. I personally want to help you to spend sometime reviewing these. There are audio files (CLICK HEREto enter the audio library), templates, assessments, and articles. Thetopics cover just nearly every aspect of the search process, networking,branding, resumes, interviewing, common mistakes, leveraging socialnetworks, etc.
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