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Job Search Problem . . . How To Deal With Age Discrimination Like A Pro!
Here’s a job search problem that’s often kept in the shadows. Lot’s of job seekers are worried about age problems. Usually you’re worried about being too old. But sometimes too young. Look. Age discrimination is wrong. But it doesn’t stop some people from perpetrating it on others. Especially in the workplace. If your age could be problematic for your employment, you need to be prepared in advance to deal with it. An age problem doesn’t disappear by itself because you keep it a job search problem. To keep it from becoming a job search problem in the closet, there are some things you can do in advance. And there are some things you can do if you’re confronted with discrimination in an interview. First, let’s consider what you can do to be prepared for the possibility of age discrimination. 1. Take advantage of your network . . . your contacts . . . the people you know. This is one singular leg-up you have because of your age: you know a lot more people. These people can assist you in your job campaign. But they can also be a valuable resource you can point to when you’re talking to a prospective employer. 2. Get on a learning curve. Stay one step ahead in your area of expertise. Be ready to come to the table with knowledge that your competitors won’t have. And show how you can use that extra knowledge to add to the bottom line. 3. Don’t limit your job search to large organizations. Your age and experience will be much more valued in a smaller company where you have an opportunity to demonstrate the advantages of some unique experiences that you bring to the organization. Frequently you’ll be dealing with principals who have much more leeway in finding a role for you or even creating one. 4. Remember, in the final analysis, you’re going to get hired because someone likes you and sees you fitting into the team. It has little to do with how old you are. Age discrimination doesn't mean anything here. So be prepared to make yourself an indispensable member of the organization. Of course, you may run into an age problem when you’re actually interviewing for a job. It’s likely to be very subtle. For example, the interviewer may advise you that you’re “over-qualified,” or that the hectic pace of the job requires a high degree of “stamina” or many extra hours and unusual energy . . . the assumption being that at your age you can’t cut it. If you sense that you’re being screened because of your age, don’t sit still. Don’t keep it a job search problem. Take the initiative and put the issue on the table with the interviewer. Your objective is to give him/her an alternate way of rethinking the negative concern they have about you. In other words, you’re going to bring up the issue of age (something they CAN’T do). For example, you could say, “It occurs to me, Bill, that you want to have someone on board who’s a hard worker, willing to put in the extra hours, and who can bring to the table some unique capabilities you couldn’t find in someone less experienced. Does that about summarize it? Now, if I can show you why I think I can make a difference to your company, would that help you see me as qualified for this opportunity?” You then go on to demonstrate ways that you can add a special dimension to the team that no one else can bring. The good news is that a solid plan of action can show you how to handle age discrimination and all the other objections you’re likely to face as part of your job campaign. When you take the time to utilize a proven plan, get past a ob search problem and you can dramatically move the odds in your favor!
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