From HR: If you're OVER-50, don't call us & we won't call you
Dear McCrabby,
I loved your reject the rejection letter (HERE), and the many, many comments posted about it on LinkedIn helped me realize that my extended job-search may not be all on me. There seems to be some discrimination out there. I'm 57 and I need to work. I lost my job, not because I wasn't good, but because the company closed. In fact, without me, I think it would have closed three years earlier. But, I can't find a real job (I read your SCAMS jobs post, too, and I can relate).
While talking to a friend in Human Resources yesterday, she told me, in confidence, "we won't even look at anyone over 45. We just don't want them. We figure they'll probably cost more, are already set in their ways and won't be adaptable, will probably raise our benefit rates (higher insurance premiums), will need more time off, may be burned out, they won't stay long, and we wonder why they're out of work at that age."
She went on to say that "we play the game and we'll interview a few of them, and we won't openly state our policy, but that's our directive from management -- absolutely no one over 45."
I guess I'm doomed if this is a prevailing attitude, and it seems to be, McCrabby. What do you think?
Doomed (?) in Dover
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Dear Double-D,
You may, in fact, be doomed. McCrabby keeps hearing about the improvement in the economy, but isn't quite seeing it for the over-50 job-seeking group. If you want to see 800+ comments about the Reject the Rejection letter post, email McCrabby and we'll send a PDF file to you to take a look at.
Your "friend" is probably not exaggerating. And, holding out the carrot when she knows they won't hire just seems lousy.. But, they have to appear to be fair. How unfair is that?
How do we refute her generalizations, other than to point out these facts:
- They cost more? Maybe, maybe not -- most have adjusted their "needs" and are willing to look at positive situations, at less money than they used to earn. Many are looking for a chance to "prove" they're worth more, and willing to start at less and prove their worth. Experience might be worth more from the start.
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This guy knows what he's doing...
Set in their ways? Is she kidding? McCrabby used to seek hiring in the over-50 crowd, because they were adaptable, had experienced more situations and knew how to better deal with varied problems and processes. They had the knowledge and background to handle more with less guidance. - Will insurance go up? Probably not; most group policies are geared toward the group, so that's usually not applicable.
- Over-50's need more time off? McCrabby has heard the 30-somethings say, "I need to take a few weeks off before I start a new job, just to clear my head." He's never heard a 50-something or 60-something say that. They want to work now, and they want to work; they don't text, they don't spend facebook time at work, and they now how to prioritize their duties. McCrabby has taken off about ten sick days (see Kidney Stone series, which will be expanded next week) in the past 18 years of work. How many 30-somethings will be in that range?
- Burned out? Or, re-vitalized.... We can't wait to provide our expertise, our experience, our knowledge, our vitality to a new and exciting opportunity. Let us loose and we'll shine. McCrabby, as a young IBM manager in New York City, had a 62-year old employee who was very intimidating to a 33-year old manager. The employee helped McCrabby more than any manager he ever had. If your friend hires that 60-year-old, she may get some mentoring for her younger managers that would make them better managers for the next 30 years. That's value.
- They won't stay long? McCrabby knows a 30-something that's had four jobs in the past five years, has taken two out-of-state moves from companies, and seems to get hired in two weeks when he's ready to make a change. With that kind of movement, how much production are they getting from him? And, if he's moving every year, is he searching for six months out of every year? It seems like a politician that spends 18 out of every 24 months campaigning. Where is the value in that?
- Why are they out of work? Their company closed, they got squeezed because they made good money, the economy happened. They didn't just quit working; they didn't say "I want to get some unemployment and see how that goes." They didn't choose to be out of work.
The older worker has a passion that seems to have been overlooked the past five years. Why is that? McCrabby wants to figure out how to educate Human Resources (OK, maybe remind is a better word than educate), on the value of experience. Take a shot on that "older" worker; the dividends can be great.
Good luck on your search; we hope you're not doomed.
NOTE: Wanna connect in other areas??
See all contact info HERE
