It is said that older workers provide invaluable experience, have strong work ethics and are more reliable and loyal employees yet sometimes find it difficult changing jobs or returning to the work place after a leave of absence.
There is often discrimination against older workers, employers are afraid of a number of issues linked to the mature aged candidate. Due to fear of being seen to be discriminative, employers often turn away candidates with “You’re over qualified”, “Not the right cultural fit” etc. So what can one do to overcome the objections raised by managers who prefer young workers to mature aged workers?
Consultants at Recruitment Agencies are often half your age and may have little experience in addressing issues you might face as a mature aged candidate, they are also afraid to be seen to be discriminative.
However there are reasons why some employers will not employ mature aged workers as much as there are reasons why some employers will not employ young workers. What needs to be done is to be prepared for the interview and address the issues before they are raised as a concern.
- How healthy do you look? How healthy are you?
- What skills and experience do you have?
- Can you take criticism or supervision from someone younger than you?
- Have you developed a rigid management or work style?
- Are you considering retirement or reduced work hours?
- Have you kept in touch with the latest technology?
- When last did you study to enhance your career development?
- Do you lack energy and physical stamina?
- Are you really willing to start at the bottom and work your way up?
- Are you able to form interpersonal relationships in the office with younger co-workers?
- Do you present a professional modern image?
- Are you open to new ideas, are your own ideas in touch with today’s industry?
Every age group is faced with a list of objections that are unique to their age group or circumstances. Too young, no experience, starting a family, have a family, sick children, maternity leave, overseas trips, getting married etc. All are seen to be discriminative and however much the government addresses these issues we will find biased managers who have through their own unique experience learnt not to trust either younger or married or mature aged workers.
The idea is to overcome employer’s fears of them making a mistake by employing a mature aged worker up front in the interview.
In the interview:
- Down play your age – appear younger and don’t refer to age, it is not important – you would not be being interviewed if age was a consideration. If you think your age is a problem you will transfer this concern to the interviewee.
- Present a modern, professional image. Get a new hair cut or good shoes – whatever it takes to dress the part. The least one can do is to be well groomed, neat and clean with a dress code that is appropriate for that particular profession or industry.
- Listen to the questions and how they want you to answer the questions. Keep the answers short and sweet, many candidates have a habit of talking too much.
- Play up your experience – exploit them, highlight any unique talents you have developed over time that a younger person may not have.
- Develop a relationship with the interviewer, make a friend – be careful you do not take over the role of interviewer.
- Prepare a few questions – Approximately. three, if however they address your questions within the interview when they ask you if you have any questions tell them exactly what your questions where as the very nature of the questions helps the client understand what is important to you.