Ask the Experts:
Age Discrimination May
Not Be the Reason Older
Workers Don't Get Hired

Question:

I am an older student and about to graduate. I've had several interviews that should have led to an offer but didn't, and I believe it is because of my age. After the interviews, the interviewers asked me to fill out an employment application form. Some of the forms seem designed to allow the employers to figure out how old I am. How do I combat this age discrimination?

First Answer:

Go for a pre-emptive strike! Assume that the same thing will happen again and tailor your interview performance so that it demonstrates the advantages of employing you over a younger graduate. That's the quick answer. What does that mean? It means you need to think about - and be able to provide concrete examples - demonstrating what a 'catch' you are. Imagining that you're up to 10 years older than the average graduate - if it's more than that, then great! because that means you've even MORE to offer - I'd like to present three key areas to focus on:

1. Be sure to stress the outside-of-college experience you've had that someone, say 5 or even ten years younger, would not have - and how this accumulated experience relates to, and will leverage you ability perform, the position you're being interviewed for. This may not necessarily relate to 'employment' but to internships, sabbatics. teaching assistantships, research assistantships etc.
2. Talk about how you've changed in the past 5-10 years and what that means to an employer in terms of your better understanding of team building, team working, overall maturity, appreciation of customer service, commitment, wanting to give that little bit extra etc. Talk about moving from the 'me' age group to the 'we' age group - and why a prospective employer should be grateful for that!
3. Relate how that extra maturity has given you a clarity of life and focus on your employment goals that younger people may not have. Talk about this in terms of knowing what you want to do with your education and how that fits in with offering the employer what they need.

Of course, if you take the bull by the horns and raise the 'age thing' subtly and purposefully but still don't get hired, there are other variables that may be causing this - all of which you can do something about, even if it's just to ask the company, "Be straight with me here and help me learn what I need to do better, how come I didn't get that job?" These are:

1. the company is really a 'sweat shop' - it doesn't care about quality of performance, just getting young folks who'll work more cheaply than older ones. Unless you can miraculously shave ten years off your age, they'll never want you - and, if you have any pride in what you do, you shouldn't really want them!;
2. the company has a 'youthful image' but don't see that this has nothing to do with age and everything to do with particular values and focus. Everyone is twentysomething (aside, usually, from senior management) so they don't think you will 'fit in', or worry that you'll expect to get promoted sooner based on your age rather than your experience.
3. there was another candidate who had the edge on you - and the only way of finding out why and what they had that you didn't is to ask!
4. the company is dilly dallying about hiring anyone - they're going through the motions but are worried about the increasing risk of hiring in a downturn. Sadly this does go on - wasting everyone's time, and there's usually a political component to it that you may never find out!

I hope that's given you some strategic focus and tactics to work on... good luck. And, speaking as someone who is 48 and having the best time of my life, don't sell yourself short. If, despite your best efforts, a prospective employer can't see how great we more mature folks are- then that's their problem!

-- Elizabeth Barnes, motivational speaker, workshop leader, author, journalist, and forum panelist

Second Answer:

There is nothing you can do to change your age - what you can do is change how you are perceived! With age comes maturity, integrity and life experiences which are all valuable assets to a company. Unlike someone with no experience you have a track record of successes and goals which you've met that you can talk about. View your age as an asset not a barrier. If you look at interviewing as a selling process with you as the product, you need to anticipate the questions that are rolling around in the potential employer's heads that they cannot ask, as well as the ones that they can, and then address them all.

It is important to remember, too, that a job description is written in the abstract as a wish list. The fact of life is that when you begin to interview people for a job, you begin to make trade-offs. So when you have the opportunity to get across a desk from someone, be prepared to demonstrate that you understand what needs to be done. You'd be surprised at how the conversation then turns to: "You know what? Look what he or she brings to the table -- just the experience we need."

Some other tips I've collected on how to help combat the perception that your age could be a factor in fulfilling a job:

• Upgrade your appearance. We live in a Polaroid world and people make their minds up instantaneously based on appearance. "Exercise, get in decent physical condition. It not only makes you look more fit and energetic, it's a great stress reliever."
• Anticipate and address unvoiced concerns. They are going to be dealing with traditional stereotypical ideas, wondering about your energy level, how you would react to a younger boss or young customers, and how savvy you are about the current culture and needs. Think about overcoming stereotypes and objections by weaving your knowledge into the questions that are asked.
• Address the money issue upfront. An older worker applies for a job and the employer thinks - "They bring a lot to the table but I can't afford to pay them what they are used to." The way to get around this thinking, is to tell them that you are at a flexible stage of life; you have money to live, through carry-over packages, investments and such, and that your career objectives are also different; that you're looking for job satisfaction rather than making CEO.

Remember that looking for a job is a sales process. This means that there are going to be a lot more rejections than acceptances. And that is difficult to remember when you are accustomed to having a track record of success, being in control, and attaining objectives though initiative. You can't do anything about how old you are, but you can do a lot about making people understand what you bring to a situation. People don't know what they don't know. It's up to you.

Don't underestimate the importance of credentials. Credentials are the best indication that you can deliver on the promises you make. This includes past results, training, education, leadership experiences, and whatever else goes into giving you the unique qualification to offer your particular services.

If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.

-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company

Third Answer:

Age discrimination is real. I know it anecdotally from visitors to my Web site who've told me they've been blatantly discriminated against because they're older. I know it from legal cases, such as a complaint brought by AARP, the advocacy group for older Americans, against an executive-search firm that screened out candidates over 45 at the request of some clients. And I know it from statistics.

To make matters worse, age discrimination, which can begin as early as 40, seems to be much more subtly acceptable than, say, gender or racial bias. While complaints of age-related discrimination are rising, complaints about most other forms of job discrimination are not, reports Newsday.

As real and as painful as it is, however, age discrimination can best be fought with an upbeat attitude.

You are quite likely correct that employers are using applications to try to get at age-related question that they can't ask you in interviews.

I'm going to go out on a limb here and suggest a pre-emptive strike -- something to address employers' age-related concerns before they even place an application in front of you.

If you have a promising interview but then are handed an application, come right out and ask, "I am wondering if you might have concerns about my age. Unless there is something I haven't been told, I can only assure you that there are no aspects of this position that I cannot handle, and I would be committed to bring you a wealth of education, training, and experience that few could equal."

Some other tips:

• Realize that you will probably be interviewed by someone younger than you, and don't be unnerved by that situation.
• Realize that you may have to do more than younger applicants to show yourself as a value-added employee. Convince the interviewer that you are flexible, adaptable, creative, a team player, and that your skills are current -- proven by the fact that you're an older student.
• Stress your willingness to learn.
• Subtly suggest that your work ethic is unsurpassed (in possible contrast to that of younger workers). Be sure prospective employers know that your references will vouch for your reliability and stable work record.
• Convince employers that your maturity is an advantage because your experience makes you wise in the ways of problem-solving.
• Stress interpersonal skills, especially your delight in working with people of all ages.
• Be prepared for interview questions that are inappropriate, borderline illegal, or downright unlawful.

Read more in my articles, Positive Attitude Is Key When Fighting Prejudice Against Older Workers, Myths about Older Workers, Approaches And Tactics For Older Workers Who Can't Find A Job, and especially Resume, Cover Letter, and Interview Strategies for Older Workers.

-- Katharine Hansen, former speechwriter and college instructor who provides content for the Web site, Quintessential Careers, edits QuintZine, an electronic newsletter for jobseekers, and prepares job-search correspondence as chief writer for Quintessential Resumes and Cover Letters

Fourth Answer:

While age discrimination is illegal in all but a few cases (i.e., if it is a bona fide occupational quality or BFOQ), it still happens. While there is not a way around the completion of a job application if asked to do so, there are ways to take proactive action.

While your question doesn't indicate whether the degree you are about to receive is undergraduate or graduate, you likely have more work experience than younger candidates. Use this to your advantage! When an interviewer asks why you would be a good candidate for the position, or why you are interested in the position, refer to your previous work experience. You can reference the added experience as providing a different vantage point into the position, or how it gives you the ability to better understand the needs of clients.

If you don't have a great deal of previous experience, or have spent time raising children or working in the home, you can also spin those experiences to your advantage. Take the time before an interview to detail out experiences you have dealing with discipline, family or home crises or varied constituencies. Then you can reference these at appropriate times during the interview. For example, if you served as a coach of your son's soccer team, you can reference the different skills you gained while managing the young players as well as working with their (often difficult) parents, and how this will help you to deal with the different personalities of customers and co-workers in the organization.

You should also make sure there isn't a salary issue here. If you do have work experience beyond that of other candidates, the employer might assume she can't afford you. Make it clear in an interview that you are most interested in finding the right position and have flexibility in salary.

Finally, while this may or may not apply to you, on a personal basis, I often recommend that older workers review image presentation. Outdated styles of dress or presentation may not only reveal your age but may send a message that you haven't kept up with the times. If you wear glasses, shed the aviators and try a more updated style. If you're still wearing tried and tested suits, try buying a new suit with a more modern edge. You can also try new, more stylish shoes or adding a tasteful piece of modern jewelry. Most large department stores have free consultant services available to help you make your choices.

-- Susan Strayer, Assistant Director, Career Services, School of Professional Studies in Business and Education at the Johns Hopkins University and founder and President of University and Career Decisions

Fifth Answer:

What is "older?" In some traditional career paths, 28 is too old to start (investment banking) and advertising seems to be filled with people well under 35 who want to work with hip, single chronological peers. In corporate America, age discrimination seems to start at 40, peak at 50, have virtually cleaned out the ranks by 55. Conversely, in nonprofits, age is hardly an issue; in certain professions, grayheads are preferred (who wants a 24-year-old giving investment advice to clients the age of their parents, with multi-million dollar portfolios at risk, and what dislocated 60-year-old worker wants to hear career advice from a 30-year-old? Teachers are largely immune from age discrimination as well, as though age confers wisdom. If your skills are unique and valued enough, no one cares if you hobble in a cane or wear inch thick trifocals. I once worked with a distinguished elder scientist uniquely experienced in running large clinical trials for major pharmaceutical firms. Well past 65, she could choose her projects, name her price, and set her schedule to suit her life style.

You have provided very little evidence that you were turned down because of age; if that's your mind set, you're the one conveying age issues. Remember that "you're overqualified" may mean "you could do my job and I'm not hiring a competitor," "you're too rich for our blood," OR "we'd like you to interview for a higher-level job" (I am not making this up). Sometimes it means you aimed too low! Make sure you aren't walking around with a chip on your shoulder expecting a turndown due to your age.

What you can do is to make sure your package (résumé, cover letter, voice, posture, dress, speech, interview answers) all convey the following:

• Energy
• Demonstrated adaptability to changing work situations
• Ability and enthusiasm to work with a manager/team younger than you, best exemplified by intergenerational teams in previous work, or in volunteer or community activities
• Flexibility to do what is needed and stay calm under pressure: two great assets of older workers are the ability to perform many functions and to be calm under pressure
• Tolerance for risk and ambiguity, the hallmarks of growing businesses and a faster pace
• Mental agility and nimbleness, what a business needs to compete in the 21st century
• Openness to new ideas, new ways of doing things, and willingness to toss out precedent as a guide.
• Career salience, not just an interest in a job as a rocking chair to retirement. Do you want to be working for the joy of it and will you give it your full commitment?

As for the application form, asking for a complete work history and years of graduation from high school and college are not in themselves illegal, although I can make a case for leaving out graduation dates precisely because they indicate age. If challenged, ask innocently, "Oh, is there an age requirement for this position?" and watch the challenger melt into the floorboards. The best way around this is to network your way into a job, so you meet hiring managers and never see an application but are taken to human resources for the sole purpose of filling out new hire paperwork i.e. on tax withholding and signing up for benefits. If you can't avoid filling out an application, ask yourself: do I want to work in a place that doesn't enthusiastically embrace elder workers?

Invest your energy in targeting employers known to be elder friendly, such as those who keep Grandpa on the payroll and in the office, or who get written up in the business press for their innovative partnering of older and younger workers to teach each other what they don't know, or who advertise their jobs through the local AARP office, and sell yourself as the best candidate for the job, not in arguing about age as a qualification or disqualifier.

-- Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City

Sixth Answer:

Overcoming even the semblances of age discrimination is definitely a challenge. When you're looking for work, know you're more than qualified, willing to adapt and learn, yet still find yourself faced with a protracted job search in a bad economy, "frustration" is merely an understatement of the emotion one feels.

The EEOC is vigilant about all forms of discrimination. One would hope these forms are tools that are either outdated or else the language was not proofread carefully. When one is confronted with either a form or an outright verbal request for your age, there are several things you may do:

1. The question asks for your date of graduation from high school. Instead of inserting the date of graduation, provide the name of the school and its location. Respond to whether you graduated or not and whether you received a diploma. Omit the year. If you're questioned about it (and I doubt you will be), simply respond that you thought that was all the information that was necessary for the section. Return to your discussion about your employment qualifications and the opportunity offered by the company.
2. The interviewer asks you your age. Chances are, the person simply does not know how to ask the question in an appropriate way. What they may want to know is whether you are in the ADEA protected age class. (Please remember that some people go gray or bald -- or both -- before age 30.) To put the comfort back into the discussion, simply reply that you are indeed within the ADEA protected class. A 2-second reply. Then resume your discussion of the requirements and your qualifications for the opportunity, the company and other appropriate discussion topics.

However, this type of question raises some interesting issues and questions for *you* to ask. What sort of diversity does this company have and do they support diversity? Is the staff comprised of all 30 and under workers, mostly over 40? Do they use HB-1 staff or is all of the work done by nationals?

Hmmm. You've found a prime opportunity to learn a great deal about the company's culture with this sort of "veiled prying." Use it advantageously to show your skill in seeing many facets of a question, resolving situations in a gracious way, and getting to know the real company in order to decide whether this is truly the place that is a good match for you.

If you would like further career development and coaching advice, you may contact me for my rates and appointment schedule.

-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice

Seventh Answer:

Combating age discrimination is quite difficult because the manifestation of peoples’ bias can be quite insidious – companies typically don’t come out and say, “Sorry, your qualified but you’re also too old so we’re not going to hire you.” Frankly, most interviewers (a) don’t have a sufficient grasp of the elements of the job as well as, and more important in my opinion, any understanding of the specific problems associated with the position, and (b) are poor interviewers. Each of these alone is enough to ruin a good person’s candidacy –young or old.

Aside from the ubiquitous advice that most will offer (believe me, everyone knows these tricks) – e.g., stress the physical things you do; emphasize your work ethic, perfect work attendance; only show the past 15 years of employment, etc. – let me sail a slightly different tack.

I noticed that you wrote, “I've had several interviews that should have led to an offer but didn't…” – herein lies the root of my advice. There’s a saying in technology companies – “If builders built buildings the way programmers wrote programs, then the first woodpecker that came along would have destroyed civilization.” The meaning is clear: Poor technique and equally poor communication leads to less than desirable results.

Are you certain you understood the immediate and longer-term needs of the position? Did the interviewer specifically describe the current state of the function associated with the position including specific problems to be solved or addressed by person in the position, as well as the expected actions by a successful incumbent? Did the interviewer offer metrics associated with success, i.e., “The hiring manager is looking for the successful candidate to help reduce days outstanding by 20% over the next 6 months”? If the interview did not bring up these details, did you? If not, then you were at the crossroads of Poor Technique Boulevard and Miscommunication Highway.

In my opinion, one combats discrimination with professionalism and facts, not hearsay and innuendo. The “tricks” I noted above are useless unless the process is ideal.

As far as the application form is concerned, I am not aware of many companies who don’t ask for dates of employment, graduation date from college, whether the applicant is a Vietnam Veteran, etc. I hate to break it to you – it’s not difficult to guess someone’s age. Even you describe yourself as “an older student.” Do companies discriminate against people? You bet your paycheck they do – and it’s a global phenomenon.

Is your first inclination to sue? Go ahead – it’s your right as an American. But I’d first deal with the facts – the things I can control.

-- Steve Levy, Principal of outside-the-box Consulting

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