Career Liabilities - Too Old

Background

During these times of corporate downsizing and reorganization, many of the victims of layoffs are middle and senior managers. For these and other candidates, there may be a problem with age. Although there are age discrimination laws which are designed to protect people over 40, a preoccupation with this kind of problem can derail your search for years before a final resolution.

Redirect

Several perceptions may be tied up with a concentration on age. Some employers are concerned about a lack of energy or the resistance to change. For other companies the question may be about compensation – could they hire someone younger for less? Another possibility might be the expected term of employment - will you be around long enough to make a significant contribution?

Qualifying

Many of the problems of older candidates can be solved by a confident, energetic presentation. You must realize that in actively pursuing a search, you are opening up your life to all kinds of new possibilities: new challenges, new colleagues and new situations. Show your interviewer that you are excited about the prospects for accomplishment. Use dynamic CABs (Accomplishment based stories) to show how you have been able to meet challenges and innovate.

Take advantage of the positives associated with age: seasoned, with a depth of experience not matched by others; knowledgeable, respected, a proven leader.

Additional Concerns

Be sure to “walk like you talk.” Your wardrobe should be up to date, with well-tailored suits and good quality accessories which are appropriate for the position that you are seeking. Project energy and enthusiasm. Be professional, act professional, look professional.