[jsfg_cinti] OVERCOMING AGE BIAS: You Get Hired For What You Can Do Regardless of Your Age



I thought this was interesting and relevant.

Regards,
Paul

OVERCOMING AGE BIAS: You Get Hired For What You Can Do Regardless of 
Your Age 
By Lloyd Feinstein 
At any age, looking for a new job can be a harrowing experience. No 
matter how skilled and experienced you are, the hiring process seems 
designed to destroy your self-esteem. Therefore, how you deal with 
the issue of prejudice in the job market, especially age bias can 
unnecessarily prolong your job search. This discussion on age bias 
is in two parts: concepts and practical strategies. 
Part I: Position Yourself To Minimize Age Bias 
Most executives and job seekers approach the issue of age bias 
during their job search from the wrong perspective. Usually they try 
to hide the issue so they can at least get in the door, feeling that 
their presentation will overcome the issue. However, once in the 
door their age becomes an issue along with the issue of full 
disclosure. That is, all of a sudden there is a surprise - your age. 
And most hiring executives including executive recruiters hate 
surprises. After all, wasn't that your motto when you ran your 
organization: no surprises? Hiding or running away from the age 
issue is the wrong way to approach the problem. 
There is a better strategy. One that will allow you to overcome the 
issue. To begin, you must learn to continuously attack the age bias 
issue. Start first with the way YOU look at the issue. Remember one 
basic truth: the age issue is larger in your head than it is in the 
mind of the hiring executives. The orientation of the people who 
will interview you and eventually hire you is simple. Solve their 
problems. PROBLEMS are the only real issue in getting hired. Who has 
the problems? How can you demonstrate you're the best solution to 
those problems? 
An article in the business section of the Sunday New York Times put 
it this way: "All businesses are looking for people who can
produce 
more sales or profits by correcting and improving operations. 
Recession (or expansion) does not affect that kind of hiring. If I 
had applicants who would `ring the cash register' after they
came 
on, I would do a lot more hiring. So would others." The cover of
CFO 
Magazine illustrated the issue succinctly: Creating Value: It's
Your 
Job. As the issue's editorial points, "only the CFO has the 
performance measurement tools--and the clout--to cut costs, improve 
operating efficiency and deploy resources carefully." A member in
an 
email to me recently phrased it in a very insightful way, referring 
to senior financial executives, he said "we report results but
don't 
sell them!". Well, if you want to overcome age bias, you'd
better 
learn to sell. 
Here are some ways to sell yourself while playing down the age 
issue. By the way, these tactics also apply to other types of 
prejudice in the job market including sex, race, lack of specific 
credentials, etc., and of course, the biggest prejudice in the job 
market: lack of industry specific experience. 
1. Demonstrate your value. Job seekers 45 and older focus too much 
on job title, responsibilities and the length of their experience 
rather than on specific problem-solving skills and accomplishments. 
Show Substantial Accomplishments, i.e., how you were able to 
influence decisions by merging finance with operations for 
competitive advantage. How you coached the management committee into 
investing capital only in high-return areas. But remember, you must 
explicitly connect your skills to the needs of the hiring manager. 
As you document your accomplishments, use the Problem-Action-Result 
methodology (P-A-R) to communicate these in your marketing materials 
and during the interview process. See my previous articles on P-A-R. 
P-A-R methodology will allow you to zero in on your accomplishments 
and goals, and allows you to talk about them briefly and concretely. 
2. Sucker The Reader of Your Resume. Yes, your resume should 
demonstrate `full disclosure." After all, it is a
contradiction to 
expect someone to hire you and turn over their entire financial 
operation to a person who is holding back information about 
themselves. Instead, position your appreciable accomplishments in P-
A-R format against the hire person's personal bias. Specifically, 
the first 95% of your resume presentation should answer the classic 
question: What's in it for me if I hire you? Show the hiring 
executive that you can do the job technically, save them money, make 
them money, help them get a larger bonus, help them take more money 
to their bank. Then at the end of your resume, you share the so-
called negatives: but I am 52 years old, or don't have a CPA, or 
whatever negative is inside your head. If you don't get the 
prejudice out of your head by putting it on the resume, you will 
always interview from a position of weakness since there are 
skeletons in your closet. Bottom line: the reason you put your 
weaknesses on your resume is so you can interview from a position of 
strength not weakness. However, this approach is disastrous if you 
fail to demonstrate your value in the first page and most of the 
second page of your resume. 
Thoughts on Age Bias. 
You Can't Get 20 Years of Experience In a 10 Year Package. A
study 
some years ago by the firm of Challenger, Gray & Christmas found 
that it had traditionally taken people over 50 longer to get a job 
than it did those under 50. But recently, there has been no 
significant difference. When asked why they said it was because most 
of the job growth in the last 5-8 years has come from very small 
companies. What a smaller organization wants is someone who can wear 
three or four hats. People over 50 are more likely to have the 
necessary experience. 
Recognizing Strengths of Older Employees. 
Some years ago, the ARRP had a major research organization conduct 
an extensive study on characteristics of older workers. In the 
positive area, they found older workers are admired for many 
important characteristics: good attendance and punctuality, 
commitment to quality, solid/reliable performance record, loyalty 
and dedication to the company, much practical-not just theoretical-
knowledge, someone to count on in a crisis (recession), ability to 
get along with co-workers, solid experience in job and/or industry, 
emotional stability, and good educational background. Older workers 
ranked low in only three areas: physical agility, desire to get 
ahead and feeling comfortable with new technologies. 
In Part II of this article, we will review specific strategies to 
use which will help reduce the impact of age bias. 
If you have any questions regarding this article, please email lloyd 
at: lloyd828@xxxxxxxxxxxxxx 
Lloyd Feinstein has been a full-time career consultant and adviser 
to senior executives since 1984. During this time he has specialized 
in helping senior financial and operational executives to DISCOVER, 
DEFINE AND ARTICULATE THEIR VALUE TO NEW EMPLOYERS. His website is 
www.careermarketing101.com. 


Part II: Overcoming Age Bias 
by Lloyd Feinstein 
At any age, looking for a new job can be a harrowing experience. No 
matter how skilled and experienced you are, the hiring process seems 
designed to destroy your self-esteem. Therefore, how you deal with 
the issue of prejudice in the job market, especially age bias can 
unnecessarily prolong your job search. 
Part II. Learn To Manage Your Image 
Age is a state of mind. One you can control. And controlling that 
image is critical in today's competitive marketplace. There are 
specific attitudes, actions and appearances that are associated with 
the term "older" employee. When you know what they are, you
can 
avoid them. 
1. Learn to market yourself. It is essential to compose a 30-second 
commercial (pitch) for yourself and then practice it every time 
you're introducing yourself to others. Your pitch can also be the 
answer to that dreaded question: "Tell me about yourself."
From my 
years of counseling and coaching financial executives, nothing will 
better improve your self image than developing and using a strong 30-
second pitch. If you can't explain what you can do QUICKLY, no
one 
will listen to you. 
2. Recover from the myth that losing a job means that you have done 
something wrong. Also remember that anger doesn't sell. 
3. Don't start off the resume summary by identifying your age.
For 
example: I am a senior financial executive with over 20+ years of 
experience in.... The reader can easily figure out that you are in 
your low to middle forties, if not older. 
4. Under personal data the term "grandchildren" is a dead
giveaway. 
During the interview keep the conversation on work-related 
accomplishments. If asked about your personal life, mention the 
marathon you're training for, the mountain biking trip and your 
civic and volunteer activities especially coaching youth sports. 
5. Don't use worn phrases like: "At my age...",
"Years 
ago...", "Back then...", When I was younger...",
"It used to be 
that...", We used to...", "Listen, son...",
"...up in 
years.", "Nowadays...", "The girls in the
office...", etc. This may 
sound obvious but old speech habits are often hard to break. After 
all, the interview is a first person singular situation (I), yet 
many of us continue to use the third person singular (We). This is a 
very hard shift in your speech patterns, so be careful. Do put the 
word "only" before your age if you have to say it. 
6. Don't exhibit prejudice. Don't call the interviewer
"honey," 
or "dear." Avoid calling grown women "gals" or
"girls" and men 
as "guys" or "boys." Remember the interview is both
judge and jury, 
so don't play into any prejudices or dislikes of the interviewer. 
7. Don't fall technologically behind. Remember, the "old
ways" 
aren't always bad, but they're not always the best, either.
You 
can't afford to be perceived as not keeping your skills and 
knowledge up-to-date. Enroll in a software course at the local 
junior college. Hone your computer skills while you're in 
transition. 
8. Don't mention your age. Your age is irrelevant if you're 
qualified for the job. 
9. Don't apologize for your age. Avoid using phrases like:
"You're 
probably looking for someone younger, but...," "I know
I'm 50 but 
I'm a very young 50," or "Who's going to hire someone
my age?" 
Apologizing for being 40 or older is self-deprecating, self-
defeating, and plays into the prejudices that exist in the 
workplace. People should not be talking in terms of their age at 
all. Your age and experience can be a plus if you learn how to value 
your work and life experience. 
10. Stay fit and healthy. Start slowly and build your stamina 
gradually. You need strength and stamina to combat the stress of 
finding a new position. The right wardrobe and hairstyle, and good 
grooming, can compensate for a less-than perfect physique. It
isn't 
important to look young. It is important to look fit. 
11. Keep your wardrobe current, but conservative. Remember, you must 
be able to look the part. A good book to read on this topic, even 
though it is dated, is Malloy's Dress For Success. As for
hairstyle, 
keep it simple, attractive and conservative. Don't use your
kid's 
barber. Get your hair stylized. An impressive watch, expensive shoes 
and attache case are an interview necessity for both men and women. 
If your old attache case is scuffed and shabby, treat yourself to a 
new one. 
12. Get rid of the notion that there is job security. Each person 
needs to look at him or herself as being self-employed. All jobs are 
temporary so keep up with your field. 
Make sure that your habits, attitudes, and outward appearances are 
in step with what is accepted in the business world. If you are 
shooting for positions paying six figures, you better look like 
you're worth that kind of money. 
Turn Age To Your Advantage. 
The following editorial appeared in Business Marketing 
magazine. "Get me an Old Pro Fast. As the economic seas grow
rougher 
and rougher, I've noticed the hotshot younger set is increasingly 
looking to Old Pros. It's an almost instinctual reflex. The Old
Pros 
have been there before. Or, put another way: In an up market, most 
anybody with lots of energy can make some money. But in a shaky, 
downward-spiraling market, success frequently depends on a 
combination of a lot of energy plus plenty of moxie born of 
experience." 
When you sense that age is an issue, go on the offense. The best way 
to answer age-related questions that come up in an interview is to 
be prepared for them and not get caught off guard. One client I 
worked with was asked a series of questions that indicated the 
interviewer wanted to know her age. She responded by saying: "I 
think what you're asking me is `How long will I be in this 
position?' Then she paused and said firmly, in a style that 
demonstrated her keen negotiating skills, "I'm committed to
be at 
your company at least five years. How many younger candidates can 
promise you that?" 
Then there's the sincere approach: "I am 55. (But continue
your 
response which has been prepared ahead of time and memorized).
I'm 
in excellent health, and, as you can see from my resume, I have an 
impressive record of experience and achievement to contribute. I 
plan to be making a contribution for a good, long time." 
Tips for Writing Your Resume. 
Be careful here. Most references on resume writing advise avoiding 
disclosing your age on the resume. I don't subscribe to this
school 
of thought. I believe instead in the concept of "full
disclosure/no 
surprises." After all, if you are interviewing for a senior 
financial position, the company will be placing a major piece of 
their company, namely the financial division, in your hands. Do you 
really think they want surprises on your resume? I don't think
so. 
Don't play games on this issue. Instead, do what the famous song 
writer Johnny Mercer said in one of his famous songs: "Accentuate 
the positive, and eliminate the negative" but stick to full 
disclosure. 
Remember, you must know the product that you are selling because 
resumes don't result in jobs--interviews result in jobs. Though 
networking is the most effective job search method, do it only after 
you've decided what your product is. 
In conclusion, the issue isn't age, it is the problems employers 
need to solve - what's in it for them. If you can make money and 
save money for a future employee and can adequately communicate this 
fact to a prospective employer, the self-interest of the hiring 
person will in most cases outweigh any prejudice regarding age. 
Therefore, concentrate your job search energy on telling your story 
BETTER - both on paper (the resume) and during the interview. The 
question a company wants to know today is: `Can you make a 
difference for me today?' Candidates receive positions because 
they're expected to advance the organization's goals, solve 
problems, create new opportunities and grow the business. Final 
point, spend as much time mapping your next career move as you would 
to planning your next overseas vacation or managing your financial 
portfolio. 
Lloyd Feinstein has been a full-time career consultant and adviser 
to senior executives since 1984. During this time he has specialized 
in helping senior financial and operational executives to discover, 
define, and articulate their value to new employers. 
If you have any questions regarding this article or your job search, 
please email Lloyd at: lloyd828@xxxxxxxxxxxxx 
Link to Mr. Lloyd's website: 
http://www.careermarketing101.com/index.htm
P-A-R Methodology
Career Marketing counseling is built upon P-A-R methodology
P - Problem 
A - Action 
R - Result 
A Business Approach
P-A-R methodology utilizes a business approach to resume writing. It 
is a simple yet most effective way of communicating your value to a 
current or future employer that results in more interviews and 
better job offers. Our alternative approach to career counseling 
also builds personality, management and negotiation style, 
interpersonal skills and a personal mission statement into the 
resume and job search, via this storytelling methodology.
P-A-R capitalizes on the simple concept of building on the reader's 
interest in the subject (in this case, the executive) by telling him 
a story about it.
Telling a Story
Every good story has a beginning (problem), a middle (action), and 
an end (result). That is, it establishes a situation (problem/need), 
introduces a complication (action), and offers a resolution 
(result).  
Readers of the resume (hiring executives) will be interested in the 
problem solved if it matches a similar problem that they are 
facing.  In other words, they are problem oriented.  The first 
questions they ask when they look at a resume: "Can this individual 
get the monkeys off my back?" and "What's in it for me?" 
(W.I.I.F.M.) on the one hand and "will you fit with my management 
team" on the other hand. Does your current resume answer these 
critical questions?
Address the Needs of a Potential Employer
Candidates and resumes that directly address the reader's self-
interest are maximizing the transferability of their background and 
experience to a new employer.
Conversely, people who take a technical approach in their resume and 
the interview believe that if they just show how smart they are, 
companies will hire them;  Linking the features to the benefits and 
the benefits to the business problem is left to the buyer 
(interviewer).  But often the benefits of high-ticket solutions 
aren't easily discernible to the interviewing organization.  If a 
candidate doesn't help make the links to the interviewer's business 
problems, then his or her competitor might--and they'll be outsold.
P-A-R focuses on the needs of the interviewer and their 
organization.  Moreover, job candidates who use P-A-R methodology 
speak the customers' language about their issues because they act 
smarter than competitors by "out listening" them.



You can unsubscribe from the list by sending email to 
jsfg_cinti-request@xxxxxxxxxxxxx with 'unsubscribe' in the Subject field. 

Web archive: http://www.freelists.org/archives/jsfg_cinti 

Questions to:  jsfg@xxxxxxxx

Other related posts: