My most pressing long term career question is regarding employment opportunities for those who do not accept the fact they must retire after some age, proposed by a local government or else, and the fact they are not anticipated to stay competitive starting from some certain age. I feel like, HR professionals are actively discussing D&I, AI, the post-pandemic word, future workplace, etc, and not an opportunity to leverage this category of individuals. There’s no wide-open discussions on fears, challenges and uncertainties, and how to overcome them in advance. – Head of Engineering
There are two separate issues in this reader’s question: 1) the external pressure on aging (e.g., a retirement age rule, prospective employers who assume that older means less competitive); and 2) the internal “fears, challenges and uncertainties”. Yes, it would be great if HR or senior leadership supported special initiatives to address late-career concerns, but you can’t wait for any one resource. Instead, when you plan your job search, reserve time and attention for navigating both the external and internal challenges that come late in your career.
Before assuming outright age discrimination, do an honest self-assessment of your marketing and interviewing technique. Are your skills competitive? For a head of engineering role, this means recent on-the-job experience with the latest technologies. If you’re trying to enter a new industry or fill a skills gap, training courses and/or certifications provide searchable keywords during the resume screen, as well as examples to talk about during a networking meeting or job interview.
Are you committed for the long-term or retiring soon? There is always a ramp-up period to learn the processes, priorities and culture of a new employer. Companies don’t want to invest in people who might soon leave. Yes, this isn’t just a problem with late-career professionals, but it is a concern, so you have to address it.
You might be coming from a VP salary, and your next employer is weighing whether they need a VP or simply a director-level hire (or even a manager). When you look at a job posting or talk to a prospective employer, dig deep for what the employer really wants and needs. Then, identify how you specifically can address these issues, and ideally quantify that contribution. Look past the ongoing responsibilities, and trace how your role impacts the company bottom line – e.g., adding revenue, decreasing costs, increasing profits.
Challenge yourself to find 10x the value for your compensation (the more senior you are, the more impact you should have). If you’re looking at a $200,000 job, can you find $2 million in value to the company? If you can focus your interviews on your measurable contribution to the bottom line, you’ll address the sometimes-unspoken hesitation about whether you’re too expensive or overqualified.
In order to convince employers that you’re the best candidate, you first have to convince yourself. If you’re anxious about your job search prospects, that nervousness will show up in your networking meetings and interviews. Even if you’re confident in your own ability, your fears about your career prospects may be interpreted as lack of confidence or credibility.
Hopefully, you have a supportive network that not only gives you information, but also inspiration. Identify a particularly optimistic and encouraging friend, and enlist them as your job search buddy as you go along your search. This is the person you call before a job interview. Keep a folder of late-career success stories to tap into when you’re feeling discouraged or procrastinating on your outreach calls. If you’re changing careers, get inspired by the educator-turned-watchmaker. If you’re unemployed, take solace in this 50-year-old who turned her layoff into a promotion and higher salary.
Tune out any bad news about late-career job search in general. You are not the general job market. Your job search outcome is binary – you either get a job, or you don’t. Whatever is happening regarding age discrimination is not your immediate concern. Focus on getting the best job for you.
That said, if you are moved by the plight of the late-career professional, there are multiple ways to give back. Once you land your dream job, you will be a success story for others. Reach back into your network to share information and inspiration, and be the optimistic friend cheering on someone else still in their job search. At your new company, initiate an employee resource group dedicated to late-career professionals to raise visibility on this issue and give yourself some leadership experience!
