While recruiting for a progressive digital agency a few months back, I stumbled upon a tough challenge.
How do you handle a candidate whose resume doesn’t have a date on education and skips the first 10+ years of their career?
This manner of representaion is one I have seen used frequently by candidates who are set on insuring resume responses when applying for roles in the technology industry. It is commonly used by candidates in their 40’s and 50’s who know they have the skills and experiences required to do the same jobs that people in their 20’s and 30’s are competing for.
AGE, is a growing issue being faced when handling diversity issues. For example, BMC’s e-mails sign off stating that they are equal opportunity employers regardless of race, religion, sex, or ……..age.
If you are a Boomer, a Gen X-er or a Mature, my advice is not to hide your age but to become conscious of it. Research how your age may or may not add value to your prospective employer. Respect the times, understand the trends and the cultures you are targeting. Be honest about your potential “fit” and evaluate the perceived value you can bring to your potential employers work place.
As with every trait an employee has in his or her make-up, age demographics statistically have their positives and negatives*
Ideally as we age, we are going to have to start blending in and accepting each others age differences. It is inevitable. By 2014, 70% of the workforce will be over 50.
We are a society of professionals who have shared our worries about motivating and retaining the Gen Ys. Are people caring as much about Boomers, Matures and Gen Xs?? In technology, for example; the depth and usefulness and benefits of embracing this older demographic goes beyond FORTRAN and COBOL.
When Matures, Boomers and Gen Xs are teamed with Gen Ys and New Millennials, the resulting mixed culture will create beneficial balances.
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Issues like the New Millenials’ documented false sense of entitlement will be faced. Gen Y’s abilities to place family and community values before work place demands will be voiced. Boomers’ tendencies towards workaholism and self sacrifice will inevitably be calmed. Gen Y’s and Millenial’s intuitive sensibilities regarding the creation and use of technology can be married with their older generations’ innate senses of driving operational successes and deliverables.
When the extremes of both groups are willingly brought together, a blended culture of age diversity delivers positives and addresses the negatives. Co-workers start opening their eyes to different ways of seeing what work can be. The work place benefits in the same ways as when religious and cultural differences are respected and honored.
*http://babyboomerinsights.typepad.com/my_weblog/2007/05/why_hiring_boom.html
Other Good Links-
http://blogs.bnet.com/entry-level/?p=523
http://www.livecareer.com/news/Career/Generation-Y-vs-Baby-Boomers_$$00824.aspx
http://news.cnet.com/2100-1017-256256.html
http://www.silicon.com/publicsector/0,3800010403,39162251,00.htm
Carmen,
Great post! This is a very real dilemma that I am betting plagues every single organization today. I think organizations will be forced to focus even more on organizational values as a way of bridging demographic groups together. Never in the history of work have we had 4 completely different demographic groups working together! I firmly believe that the way people can combat potential perceived and/or real age discrimination is by focusing on how to achieve results, value creation and demonstrating alignment of their own values to those of the organization in which they are targeting. I have met countless people who fit into older demographic groups who possess a stereotypical young persona, and vice versa. Age is a psychological barrier that prevents people such as the baby boomer trying to land a job with a start-up digital marketing agency. Sure, there are things that organizations should do to manage this situation but I think the responsibility is shared with each one of us… psychologically move past these perceived barriers and focus on future results, value creation and personal values aligning to organizational values. Check out Bruce Tulgan at http://www.rainmakerthinking.com for more information on workplace demographics.
Jeff, thanks for your insightful response and ecouraging words.
CJ
Good post Carmen! Age equals experience that cannot be had by education alone. Age gives us a wisdom of WHAT to do with all that knowledge. Anyone with half a brain tied behind his back can acquire knowledge, but wisdom.. that’s another thing all together.