While it might
not be fair, it is a reality that many employers have prejudices against older
workers, especially those over 40 years old. So how does a recruiter sell an older candidate who is skilled,
experienced but considered “over the hill” by employers who see themselves as
“fresh” and “current” when they hire younger, yet more inexperienced job
candidates. Below are a few tips:
- Don’t
try to under price your job candidate.
While one of the fears of employers is that older job candidates are
expensive and don’t offer a fresh perspective, it is the job of the recruiter
to convince them otherwise.
Instead of trying to offer a “discount” on your older job candidate,
highlight the experiences and skills they have that are valuable and not
available from younger job candidates.
- When
pitching a job candidate to an employer, make sure you emphasize their most
recent results and experiences.
Spending time talking about job experiences that are over a few years
ago can easily date your job candidate and cast them as someone who is past
their prime.
- Does
your job candidate have recent educational credentials? Make sure you bring up that fact. Many attorneys return to school and
achieve advanced degrees to enhance their career. Emphasizing that your job candidate attended a University a
year or two ago, lets the employer know that not only is your candidate
up-to-date on the latest developments in their field; but that they are willing
to learn and expand their skills no matter how many years of experience they already
have.
-