Anyone thathas get into the discussions in our Linkedin Job Search Networking Groupknows that I am not a huge advocate in age discrimination. That doesn'tmean I think it doesn't happen. What it does ambition is that I don't thinkit happens as frequently as many candidates do. In fact, I agree to itis far more scarce than most.
Well I am wrong. Age discrimination is alive, living, and work definitely well. My last two handing out searches prove that I'm wrong and it totally exists.
I have beenretained to occupy a CFO and VP Manufacturing search. Both positions arevery senior level a skin condition and in two every second companies. In a normalsearch, we will gift 4 or 5 candidates to the client since theyhire one of them. These two were a little different. I had presented mynormal 5 candidates and the client was keen in, but not sold on,a couple of the candidates. They still wanted to look a few more. (Bythe pretension as a side journey, in today's broadcast that is unquestionably common.Clients seem to always desire to see a few more. After all, there are somany candidates upon the market.)
Thecandidates they liked were every 7 or 8's on a scale of 1 - 10. They allhad 15-20 years of experience and judging from later than they graduated fromcollege, ranged in age from tardy 30's to mid-40's. Both of these jobswere utterly senior, and due to the birds of the challenges facing thecompanies required a genuine height of experience and not just the normaldepth one gets in 15-20 years. These candidates just weren't "mature or experienced" acceptable 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 instructor in the tardy 70's and in advance 80's. You can dothe math on their ages. My guess is mid to late 50's and possibly even60. To no real bewilderment my clients each hired one of these 4. Thecomment the client made to me at some tapering off during the hiring processwas, "If I can acquire a fine 3-5 years from them, that is all one canexpect in today's world, and I'm more than good behind that. Hell, I maynot even be here in 5 years."
WOW, a sure charge of age discrimination if I ever axiom one. The first bureau was suitably discriminated neighboring due to their age.
Again,before you write me a nasty comment, I grant age discrimination exists.But it works both ways. I furthermore don't take on all times a persondoesn't get 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 supplementary contributing factorsthat helped the second organization win the job. There is hope, and byfollowing the suggestions in ration 2, you can avoid age discriminationon either side of the equation.
We find the money for a large repository of forgive tools and resources (CLICK HEREFOR LISTING) for candidates of all ages to back up you significantlyreduce your period in search. every day of loose wages costs you hundredsof dollars and stress. I personally desire to put up to you to spend sometime reviewing these. There are audio files (CLICK HEREto enter the audio library), templates, assessments, and articles. Thetopics lid just not quite every aspect of the search process, networking,branding, resumes, interviewing, common mistakes, leveraging socialnetworks, etc.
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