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How To Market “Older” Job Candidates To Law Firms

by Beverly Aarons 12. April 2012 09:17

While age discrimination is illegal, many older job candidates continue to face an uphill battle in their job search.  Legal recruiters working with older job candidates should tweak their marketing strategies if they suspect age discrimination could become an issue. Below are a few tips on what legal recruiters can do to effectively market an older job candidate:

  1. Avoid making any comments that could indicate the age of your job candidate.  Even seemingly innocuous comments such as, “He’s visiting his grandkids so we need a different date for the interview,” should be avoided.  Even if the employer wouldn’t overtly discriminate, they may develop preconceived notions about the job candidate if they know they are older.
  2. Suggest that your job candidate drop from their resume certain indicators of their age.  For example, listing information about jobs from more than ten years ago may not be necessary. There are exceptions.  If a job candidate worked for their most recent employer for ten years or more, this isn’t something you want to omit.
  3. Emphasis the job candidate’s most recent experience and education.  If the job candidate recently attained a second legal related degree, be sure to mention that to the employer.  In essence you want to let the employer know that the job candidate is up-to-date on the latest developments in the legal field, especially their practice area.

 


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