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Yes, ageism is everywhere and I believe it’s unnecessarily leaving talent by the wayside and costing companies productivity, leadership, guidance and the list goes on … and for what? Because HR has an idea that older employees just want to retire? Data has already proved that wrong. Older employees are reliable, loyal, can accomplish more than new hires and help teach their peers thereby boosting morale and skill levels in their work groups. Older workers are there because they want to be there, not to climb the corporate ladder … been there, done that. They are truly there to help the wheels on the proverbial bus move more efficiently. Questions about tenure? Chances are a 55-year old will stay in their job longer than the 21-year old with an eye on a master’s degree or move behind a dual career choice. In the end, all hires present some risk in longevity, but there are better indicators to screen for than age. You ask how it can be overcome and my experience says it can’t. It’s governed by HR guidelines. Until values shift, companies will deny themselves a huge trust of experience and knowledge. I hope they realize how valuable experience can be and start hiring on smarts, not total birthday candles.

Ageism combined with momism is a double whammy for women who took a break from work to raise a whole new generation of workers. It has been more than frustrating. The technology learning curve is not too hard to overcome for us. Yet, employers look for people who know the new "lingo" of the next generation, without realizing yet that each generation since the "technology boom" has become less knowledgable than the previous one because all they do now is spend time on technology. They hardly can think for themselves anymore or how to manage the multiple challenges a company faces on a daily basis. There are fewer people who can "connect the dots" and think strategically. Wisdom comes with age and experience, and yet the companies are looking for short-term gains over long-term prosperity.

I'm not sure if I've experienced ageism or not. But I have experienced what I'll call "verteranism". What I mean by this is companies only interrested in if you're a disabled or recent vet. For someone whose served in a combat role but never entered combat, because of the time period I(we) served. This can be rather disappointing. I'm not seeking anything special because I served. I did that for myself. But if a company is going to ask for veteran status. They should include everyone.

Ageism is for sure a reality for both young and older people. However most of the time our perception of that barrier is what makes it harder. If we think ourselves that ageism can’t be solved or that it’s the society’s issue, not us then we won’t be able to find the solution. One of my friends was too concerned about his age that he constantly worried it will get asked during the hiring process (even though he knew it’s illegal). That for sure harmed his confidence and performance in the interviews. He didn’t get the job but after that, he learned how to tap into his competitive advantage. What he fears isn’t being asked, but not being able to answer nicely. What he did was:? Know how to link his age to his strengths/why he is better than other candidates. Consistently and genuinely show that in his resume as well as stories in the interview.

Great topic to tackle Get Hired by LinkedIn News & Andrew! Let’s be honest, ageism exists and it sucks. People with a ton of experience and ever more wisdom face the harsh realities that some companies will want to hire younger. And cheaper. However, understand that it’s the interview that can dictate your outcome. In the interview room, you can take control. You can grab them by the arms (not physically of course) and shake their belief in you as a viable candidate. As someone that can demonstrate value and not only be a solid fit for the role but someone they should’ve hired yesterday. An interview room is your last stand in proving just how well you’ll gel with them. Be one of the team members, and a liked one at that. An interview room is your one hour to let fate take its natural course, but not without a little push in the right direction. The tricky part for an accomplished job seeker? Getting into that room. Red flags are a real thing. Recruiters do have an “eye” they use in 6 seconds to see if they should keep reading. So do yourself a favor, eliminate (or at least reduce) those red flags and get yourself into that interview room! (part 2 below)

Ageism comes from the assumption you cannot do the job based on your age. Eliminate that risk by putting those misconceptions front and center. "Won't pick up new technologies" +List all the softwares, technologies and methods you know. Even stakeholders are only asked to have 17-22 years of experience. Never put but than 25. +"Driven regional director with 25+ years experience....." Retiring age but not retiring? +last sentence of your summary to the recruiter: "looking for a xxxx position offering long term challenges, xxxx and xxxxx"

Many job seekers, especially those in their 40's, 50's, and 60's keep doing the same things, and get burned out when they don't get different results. My article https://lnkd.in/g8zSnamk describes what you can do differently to make your job search faster and avoid the burnout caused by high effort for little results. #resume #jobs #ageism

Many of my clients have faced ageism during their job search - it's definitely a real thing. One easy thing to do to counter ageism is to remove dates of education and early work experience from your resume/LinkedIn profile. Networking is another way to fight ageism - use your length of work experience to your advantage through leveraging your personal network to find out what opportunities are out there. You can also try to use short-term or temporary roles/side gigs to both supplement income and position yourself as a strong candidate to a new company.

Ageism ia one of the reasons why alot of Nigerian graduates are unemployed today. I know alot of hiring managers are looking for young people within a particular age bracket with the premise that they would pose a higher productivity,for me I think age shouldn't be used as much of a yardstick to determine who should apply for a job,age is just a number, age doesn't truely define a person's intellectual and skilled ability

Ageism exists and blatantly "in your face". However, it is being done in a very polite and sophisticated manner. I have seen higer employee turnover where the average age of employees is upto 40 years. Oh, the humiliation that older people face at the workplace at every step. So what, they don't know the latest technologies, skill them. With due respect to the younger generation, they know latest technologies because they are exposed to them from the beginning. Teach the old but don't discard them or make them feel unwanted or useless. Retirement is forced on people whether they want to retire or not. The general retirement age in India is 58 yrs. All people must retire from job at 58 even if they are capable of putting in another 10-12 years' work. Here, when I go hiking, I see the seniors more agile than the young ones. I wonder if a person is fit to hike, won't he/she be fit to face the physical challenges of work. We talk about sustainability, what about "sustainable human resources"!!