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Ageism and Your Job Search: How Older Workers Can Position Their Resume

December 15, 2021 by Sharlyn Lauby Leave a Comment

sign replace fear of the unknown with curiosity to fight ageism

I recently saw a discussion on LinkedIn about older workers, job search, and ageism. Sadly, I wish I could say that ageism doesn’t exist. I believe it does. But as I’ve said before, I also think there are times when we might not be doing ourselves any favors and, as a result we may be contributing to our own ageism.

Back to the discussion on LinkedIn. A colleague of mine, Lisa Rangel, weighed in on this conversation with a similar comment about contributing to your own ageism and that the key was making sure your resume was positioned for success. So, I asked Lisa if she would be willing to share her expertise here and thankfully, she said yes.

Lisa Rangel is an expert resume writer and job landing consultant with Chameleon Resumes in New York City. In her role, she works with clients to help them successfully navigate the job search process. She’s been featured in CNBC, TIME, Forbes, and Fox News talking about how to position your resume for success and get hired.

Lisa, thanks so much for being here. In terms of the hiring process, can you give us an example where a candidate might be contributing to their own ageism?

[Rangel] Where candidates may be contributing to their own ageism is labeling behaviors as ageism that are better categorized as ‘outdated’. This is important to distinguish since we can’t change how old we are, but we can change an outdated behavior.

For example, some senior-level candidates don’t have a LinkedIn profile, or if they do, they don’t put value in keeping it updated or using the platform. This is a mistake. Companies will look up a candidate on LinkedIn after seeing their resume. If the profile doesn’t exist or isn’t updated, it sends a subliminal message to the hiring manager that the candidate is not up to date on personal marketing practices. So what else may they not be updated on?

Additionally, if the role being pursued involves attracting top talent, or developing sales, or courting suppliers, and one’s LinkedIn profile or network isn’t current, the prospective employer can doubt how effective that candidate will be in their job if they are still doing their work in a traditional manner only. The prospective employer may also be concerned how this job seeker will gain credibility with their new team if their personal marketing is outdated.

In addition to LinkedIn, another place that a candidate might contribute to their own ageism is in their resume. For example, AARP has said that individuals should consider only sharing the last 15 years of work experience on their resume. Are there any tips that you would give someone who has a lot of work experience and is trying to update their resume?

[Rangel] One main way to reduce or eliminate ageism from a resume is to focus on recent, relevant achievements only. Do not emphasize seniority. Don’t start your resume (or LinkedIn profile) with something like ‘senior professional with over 30 years of experience’. That’s called leading with the chin. You can’t lead with age and then be upset if a hiring manager (wrongly) factors in the age that you led with in your documents. Remember your age or seniority doesn’t qualify you for a job—your recent, relevant achievements and skills do, so focus on leading with those points.

Technology is regularly mentioned in the same sentence as ageism, as in “older people don’t know how to use it well.” If you could offer one suggestion to older candidates when it comes to tech and their job search, what would it be?

[Rangel] Whatever technology you need that you are most afraid of learning, jump on a class or hire someone to help you learn it (or both!). Don’t hide behind the fear or discomfort—face it head on and commit to learning it! This is unfair, but it’s true: there is a stereotype that older employees aren’t tech savvy. And while some of us in the senior demographic may embody this stereotype, not all of us do.

No matter what, the key is to do all you can to buck the stereotypical assumption and educate yourself on what you need to stay relevant.

During the pandemic, many people have decided to retire early. Honestly, I could see them trying to “unretire” at some point. Is there a way to position unretirement without getting too deep into the age conversation?

[Rangel] I agree that many who retired during the pandemic could start to resurface to re-enter the workforce in the next couple of years. I would suggest focusing on the ‘gap’ the way one would focus on other types of gaps: what did you do during the gap? (i.e., education, hobbies, personal projects, part-time work, volunteer experiences, etc.). Employers are looking for intrinsically motivated people so demonstrate how you did this in your activities during the retirement gap.

Last question. I’m a big fan of utilizing the services of career coaches and resume writing professionals. How can someone who provides these services help an older candidate right now?

[Rangel] Resume writers and career coaches can help the senior job seeker focus on their recent, relevant achievements and promote themselves in this direct, factual manner. Many senior-level job seekers have been brought up to promote loyalty and seniority, as we are a product of our parents from The Greatest Generation who valued these traits.

The problem is these traits aren’t valued as much by today’s hiring manager as much as nimble accomplishment and effective pivoting in chaos are valued. So, the writer/coach can help the senior level job seeker reposition their incredible backgrounds in the way hiring managers evaluate candidate backgrounds’ today, so the interviews start rolling in again.

I want to extend a huge thanks to Lisa for sharing her knowledge with us. If you want to learn more from Lisa – and I know you do – check out her websites Chameleon Resumes and the Job Landing Academy.

Lisa made a valuable point at the beginning of our conversation together about “ageism” versus “outdated”. No one is saying that we have to act like we’re in our 20s again. But we do need to show that we are able to be successful in today’s modern business world. If you are actively looking for a new job or just considering getting back into the workforce, think about how you would do that and if there are any gaps you need to address.

Resume Tips for Older Job Seekers

December 16, 2020 by Sharlyn Lauby 2 Comments

door sign step into your best day for optimizing a resume

In an article from the Associated Press, older workers are facing higher unemployment numbers because of the pandemic. I wish that I could say that I’m surprised by this, but I’m not. What I am surprised at, is when I hear that older job seekers rely on outdated job search strategies.

I understand that an older job seeker maybe hasn’t looked for a new opportunity in a while. That’s okay. But recruiters are using new tools to find the best candidates, so you have to update your strategy accordingly. One of the first things you’ll want to revisit is your resume.

I asked my friend Meg McCormick SHRM-SCP if she would share some resume tips with us. Meg provides customized resume services at HR Meg. I’ve known Meg for years and she’s a super smart HR professional. She knows what’s happening inside organizations and what companies expect in a job seeker’s resume.

Meg, one of the advantages in being an older job seeker is you have lots of experience. But many career experts say that long resumes (over 2 pages) can be detrimental to your job search. How can someone decide what to include on their resume?

[McCormick] Two pages should be enough space to present your work experience. Anything beyond that, the hiring manager isn’t going to read. I recommend including more details about your current / most recent experience and accomplishments, and fewer (if any) details for any work you did more than 15 – 20 years ago.

Another approach is to summarize earlier jobs under a catch-all heading, such as ‘prior sales experience, 1987 – 1994’. That gives the hiring manager some context into your career history.

Another area of a resume that job seekers are regularly told to get rid of is the objective. What are your thoughts on including an objective in a resume?

[McCormick] The objective usually goes at the top of the first page – this is prime resume real estate. It’s the first place the hiring manager looks, and what you put in that space is critical to making them want to keep reading your resume.

That valuable space is better used for a ‘Professional Summary’, which is a brief statement that explains your unique value proposition for prospective employers. Some call it your ‘personal brand’. You can explain your career objective in your cover letter.

I can see older job seekers using their job search time to not only look for a job but relocate to where they want to be in “retirement”. What tips do you have for someone who is trying to get a job in a new city or state?

[McCormick] The internet is your friend – you can search job postings anywhere in the world!

Research the job market in your destination of choice and discover location-specific job boards.
See if there are regional placement agencies or recruiters that specialize in your field with contacts in your new locale.
Use LinkedIn to see if you are connected with anyone who has contacts in companies located where you want to move and ask if they would make an introduction.
Check out regional newspapers and local news channels online to get a feel for what’s happening in terms of business, the economy, and lifestyle in your potential destination.

If you’re fortunate enough to have a job that is well-suited for telework, you might be able to arrange with your current employer to continue remote working for them, but move to your new location. Be sure you agree on work hours, especially if you’ll be leaving your employer’s time zone, and other details of your arrangement. This could end up being a win for both you and your company. One caveat: Don’t make a move like this without checking with your employer first; especially if the move would take you out of state (or even out of the country), there may be tax and legal implications that impact both you and your employer.

An older job seeker might also be faced with taking a pay cut. How can they convincingly answer the pay question, so a potential employer understands they’re cool with less money?

[McCormick] I think it’s better to approach this one first in terms of what’s the salary range for the job. If you’re pivoting to a new career field, your most recent salary is irrelevant to the new job. So, you could say that you’re comfortable accepting a salary in the range of $X – $Y, which you feel is reasonable based on your research and the job description as you understand it. Do your research up front so you have an idea of what the job ought to pay, and adjust for locality and other factors to come up with a fair range.

The nature of the salary negotiation process has changed in recent years. In many states and some localities, it is now illegal for employers to ask for an applicant’s salary history or to use it as a screening factor, such as requesting it on a job application. If you are specifically asked what your last salary was, you can respond by explaining that you know it’s not relevant given the nature of the job you’re interviewing for, and instead asking what the pay range for the position is. Some jurisdictions require employers to provide this information.

Remember to consider other components of the total compensation package in addition to salary. For example, additional paid time off might be more valuable to you at this stage in your life than salary. Or you might be in a position to save a big chunk of your pay in the employer’s retirement plan to maximize their matching contribution. There’s more to compensation than just base salary.

Last question. If a job seeker hasn’t had someone review their resume in a long time, I think it would be a good investment to do so. What does a professional resume writer (like yourself) offer that a job seeker would find helpful?

[McCormick] I think it makes sense to have an HR professional review your resume, especially if it’s been a number of years, or if you want to change careers. I have the ideal background and experience to create resumes that get noticed. You’ve probably only ever worked on your own resume; I’ve read and written more than I can count. I have a good sense of what hiring managers want, and I can tell a good resume from one that’s trying too hard to impress. I keep up on hiring trends so I can bring current HR knowledge to each client.

It’s also worth considering that with resume services, you get what you pay for. Less expensive services base pricing on volume, and you probably won’t get an individual consultation with a pro. I provide individual attention and communication throughout the process. You’ll come away with a customized resume that’s appropriate for your industry, featuring a professional summary that conveys your unique personal brand to hiring managers. I do all the work – I don’t outsource. I can also offer assistance with customized cover letters targeted to specific job postings and can review and recommend updates to your LinkedIn profile.

A huge thanks to Meg for sharing her knowledge and expertise with us. If you want to learn more about her services, visit her website at https://hrmeg.com and be sure to subscribe to her blog.

Older job seekers can offer organizations a lot of skills and expertise, but you have to get the interview. Resumes are the first step. Make sure yours will stand out in the crowd.

5 Tips for Age Proofing Your Resume

April 4, 2018 by Sharlyn Lauby 1 Comment

I recently attended a webinar from AARP on how to “Age-Proof Your Career”. The webinar was a Q&A format where participants were able to simply ask questions and get answers. As someone who listens to a lot of webinars, I thought it was a refreshing format.

Many of the questions that were asked had to do with resumes. I’ve written quite a bit about resumes over on HR Bartender. I won’t duplicate them over here. But in case you’d like to check them out, here are a few of the most popular ones:

12 Things that Recruiters are Looking for Right Now

What Job Title Should I Use On My Resume

Should You Include Your Photo on Your Resume

But the focus of this webinar was specifically about “age-proofing”. Let me start out by pointing out the elephant in the room. The last thing you want to do is lie on your application or resume. So, don’t even consider it. Not even stretching the truth a little. Your resume is a reflection of you. Don’t put anything on it that you can’t back up. Your credibility is much too important.

Now, down to the business of age-proofing, I did hear some interesting tips to consider. These things don’t compromise the integrity of your resume and could help you stand out in a stack of paper.

Figure out your “objective”.The panelists in this AARP seminar made it a point to say resume objectives are very “old school”. From a HR perspective, we’ve been debating the value of a resume objective for years. So, I’m not sure that it’s old school as much as it needs to be valuable. Badly worded objectives stand out for all of the wrong reasons. The decision is yours. But one thing to consider, whether you have an objective on your resume or not, you will be asked during an interview what your career objective is…so have a good one.

Consider how much work history to include. I think this is an excellent tip to remember as we gain more work experience. While AARP suggests only including the last 15-years on your resume, I’d suggest taking a look at your career history and decide what’s most relevant for the position you want. If something you accomplished 20-years ago can help you get a job today, then consider including it. But do remember that being succinct is important. Resumes that are more than 2-pages long can be pushed to the side.

Only include relevant dates. As you gain more work experience, there are dates that don’t matter as much. Like the year you graduated from high school or college. Or the date you won some company award. It might not be possible to eliminate dates completely. That’s where #2 above comes in. It’s also possible that you will need to enter dates if applying online via the company’s website.

Embrace your profile image. It might be tempting as we age to remove all signs of our face. Keep in mind that at some point, a potential employer is going to meet you. So, in those places where it’s expected to have an avatar, think about what you want yours to look like. As long as you’re working, having a professional photo can be a huge plus.

Build a presence on social media. Speaking of avatars, ninety-two percent (92%) of companies use social media to hire. Job seekers cannot ignore social media if they’re looking for a job. This doesn’t mean that someone needs to be on every social media platform out there. But do consider the top three: LinkedIn, Facebook, and Twitter. (Check out our 5-Step Plan for Learning Facebook.)

Use a modern email address. Last but certainly not least, it’s time to ditch the AOL, HotMail, and Yahoo email addresses. If you want to use them for other things, fine. But not for today’s job search. AARP suggests (and I agree with them), get a Gmail or Apple mail address. Use some variation of your name.

While doing these things can’t guarantee anyone a job, they are in line with today’s modern resume. And that’s what you’re looking for – a way to compete for a job. Your goal as a job seeker hasn’t changed. Just the tactics.

Image captured from Sharlyn Lauby’s first book – Essential Meeting Blueprints for Managers