50 applications - Now what?

I ask myself what goes through a recruiters mind when they review applications. Are there any reasons to dismiss a prospect? Or maybe they're thinking…this person is over-qualified. My client cannot support their salary expectations. This applicant will not fit in considering they must learn the newest technology of the day. They will get bored and might not be as motivated as younger applicants.

?And as my resume arrives on a recruiter’s desk. It gets a quick look - then gets filed away - never to be seen again. I’m waiting for a follow up…thinking some of my applications will at least get a rejection notification. Maybe a recruiter will call me to schedule an interview - if I can remain patient enough. Or maybe they knew immediately I wasn’t the right fit for the position. Maybe that is why my application didn’t get past the first gate. ?

I feel there are many reasons to hire a seasoned professional. Let’s look at a few…from my point of view.

1. Look beyond the resume.

As a recruiting specialist one must read between the lines when reviewing applications. What experience does the applicant have that is not outlined in the CV? If you take a few minutes to dissect what is written one might uncover two or three areas of expertise that applicant can bring to the table - without the need for specific training.

2. Longevity shouldn’t be a barrier.

Hiring an older professional does not allow for growth as related to the number of years that person can contribute to an organization. The desire, it seems, is to hire the younger generation because that person can commit to a longer term within the company. Is that the right approach?

? 3. Mentorship brings value.

A seasoned professional has experience to share…which can be of value to nurture younger professionals. Mentorship comes in many forms albeit not always visible however; the seasoned professional can help management achieve intended goals by offering what has worked - or not worked in the past. Keeping an open mind could be worth it…

? 4. Starting from scratch.

Leveraging the experience and expertise of a senior member can solve time consuming problems effectively. Especially when it relates to a broad range of topics.

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5. Value aspects.

Older employees tend to be reliable, trustworthy, responsible, and loyal. The senior employee is in a better position financially because they are typically empty nesters who want to work…and enjoy doing it.

? 6. And there’s this.

I find it’s not easy being on the job searcher end. There are a lot of variables to consider. Most of which I had to reacquaint myself with however; for me - it is a challenge I am willing to accept. I just wish the recruiter would contact me, the interviewer will see me as a viable candidate, and the employer would see me as a valued member of the team.