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:
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
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.
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.