By Susan Dunn
Article Date: 2003-07-04

In my career coaching, I often encounter clients who initially are afraid they won't be hired because of their age. They all do get hired, but I decided to back up my personal experience by talking with some senior HR professionals. Here's what they told me.

Q: Is age an issue?

A1: "Age is never an issue, unless you're talking about an actual physical-labor job.

A2: "Age is never a determining factor, legally, and it's not relevant to common sense or anything else."

A3: "Thinking age is a drawback is screamingly wrong. Especially in software, if you can find someone with 25 years experience, they're gold. The perspective is so mind-bogglingly good when you get a team that's diverse in age."

Q: Is age an asset then?

A: "Age is not a determining factor. Experience is an asset. For any job that requires experience in the industry or market, where it truly matters in making sound decisions and producing quality, experience is an asset."

Q: What kind of jobs are those?

A: "Every job you can think of."

Q: Should you only go back 10 years on your resume?

"Only if you're afraid of looking old."

Q: How many resumes do you get per listing, and what gets your attention?

A1: "I receive 400-500 resumes for each job I list. From that I'll choose 2-3 clear candidates. I'd give everyone the same advice:

.Apply for jobs you have the capabilities for. .Write your resume like a newspaper article - a catchy headline (not jazzy); something that would interest the hirer. .Put what you are at the top .List your technical skills right beneath it and relevant experience, and a summary of your work history."

A2: "Don't write your life story. If I have to dig for something it's gone."

A3: "Rewrite your resume for every position you apply for."

Q: How best can you present yourself on an interview?

A1: "If you're actually called in, it's a matter of not talking them out of hiring you.

.Clean appearance .Good communication skills .Look like you'll be pleasant to work with .Wear a nice suit that fits .Come in prepared to meet people for the first time, have a smile on your face - genuine one, not fake. .Enjoy yourself, you've made the cut. .Be enthusiastic.

A2: "All it takes to be able to get a job is to be able to do the things that need doing and to be available."

Q: Is it a numbers game then?

A: "No, it's the opposite of a numbers game. Select carefully the positions you apply for. Then write a unique resume for each position you apply for. Don't go to monster.com and click 'send resume.' Be selective."

Q: Do you post your positions online?

A: "About 50% of positions are filled through referrals, internal or external. I post all my positions on www.monster.com, the biggest website. Also they should check www.careerbuilders.com."

Q: Why do you think there's such concern about age?

A: "I don't know. It's screamingly wrong. Especially in software, if you can find someone with 25 years experience, they're gold. The perspective is so mind-bogglingly good when you get a team that's diverse in age. Look, according to the Age Discrimination & Employment Act, a 'protected older worker' is anyone over 40. Do you have any idea how many people that covers?"

Q: How can you cover negative things in your work history?

A: "The way we look at it in HR is the reason you're here is because something wasn't right where you were. We've all been there. Why is it any worse to have been fired? Don't sugar coat things. I'll ask your reason for leaving and I'll check your references."

A2: "The Texas Truth in Hiring Act says any ex-employer can give any information as long as it's true. So I might ask you former boss, 'Did you fire her?' 'No.' 'Did you ask for her resignation?' 'Yes.' 'Why?' 'Because ....'. I ask the candidate beforehand, 'When I call your references, am I going to hear anything you might consider negative?' and then I listen."

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