Anyone thathas get into the discussions in our Linkedin Job Search Networking Groupknows that I am not a huge enthusiast in age discrimination. That doesn'tmean I think it doesn't happen. What it does take aim is that I don't thinkit happens as frequently as many candidates do. In fact, I undertake itis far and wide more scarce than most.
Well I am wrong. Age discrimination is alive, living, and achievement enormously well. My last two running searches prove that I'm wrong and it extremely exists.
I have beenretained to occupy a CFO and VP Manufacturing search. Both positions arevery senior level bad skin and in two every second companies. In a normalsearch, we will present 4 or 5 candidates to the client in the past theyhire one of them. These two were a tiny different. I had presented mynormal 5 candidates and the client was avid in, but not sold on,a couple of the candidates. They yet wanted to look a few more. (Bythe pretension as a side journey, in today's present that is utterly common.Clients seem to always desire to look 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 later they graduated fromcollege, ranged in age from late 30's to mid-40's. Both of these jobswere agreed 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" satisfactory 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 late 70's and before 80's. You can dothe math upon their ages. My guess is mid to tardy 50's and possibly even60. To no real shock my clients each hired one of these 4. Thecomment the client made to me at some narrowing during the hiring processwas, "If I can acquire a fine 3-5 years from them, that is every one canexpect in today's world, and I'm more than good afterward that. Hell, I maynot even be here in 5 years."
WOW, a determined dogfight of age discrimination if I ever proverb one. The first organization was understandably discriminated against due to their age.
Again,before you write me a nasty comment, I inherit age discrimination exists.But it works both ways. I along with don't say yes 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 new contributing factorsthat helped the second work win the job. There is hope, and byfollowing the suggestions in allowance 2, you can avoid age discriminationon either side of the equation.
We give a large repository of release tools and resources (CLICK HEREFOR LISTING) for candidates of every ages to urge on you significantlyreduce your mature in search. every morning of loose wages costs you hundredsof dollars and stress. I personally want to assist you to spend sometime reviewing these. There are audio files (CLICK HEREto enter the audio library), templates, assessments, and articles. Thetopics lid just just about all aspect of the search process, networking,branding, resumes, interviewing, common mistakes, leveraging socialnetworks, etc.
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