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:

1. 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.
2. 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.
3. 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.
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