Older Should be Better....

Changing jobs is hard for everyone, whether done by choice or due to redundancy, termination or dismissal. For the middle-age jobseeker, however, the experience is usually more distressing.
The feeling of discrimination described by many is not unfounded as you hear the familiar over-50s encounter. There is the constant string of unanswered applications, phoney leads, disappointing conversations and negative feedback from prospective employers, as well as the 3 well used descriptions suggesting that we all have a dreaded expiration date: ‘too mature for the job’, ‘overqualified’ or ‘old-fashioned’.
Granted, we are facing difficult times, and it is obvious that job seekers of all ages are finding it increasingly difficult to land a decent job, but it has been as bad for the older candidate in pre-recession times, as it is now , after the recession , to compete with younger jobseekers.
In more cases than not, there would be preference for a younger candidate with less experience and skills. While we might not want to place a premium on experience and maturity, we certainly shouldn’t be discounting the many years of personal and professional experience of the older candidate. When did 50 become old, really? This is a workforce that is still in its prime.
Advice is even contradictory on basic issues, such as whether to mention years of experience or not on a CV. There was a time when we all believed that CVs should sell your ‘competitive advantage’ and job seekers advised to play to their strengths. Many over-50s are being stripped of this opportunity now, as this strength has become a strong weakness.

Older candidates leave out valuable experience, skills and qualifications, just to avoid appearing too old or too experienced. Many are forced to make career decisions that take them to locations that they wouldn’t even dream of in the past. Maybe that is a good thing, as the world has truly become a global village with barriers shrinking , and trade between nations strengthening international relationships, but now more than ever, people are moving around a bit more, and expanding their horizons as the job market gets more competitive, globally.

If you are out of work now and considering job-hunting as an older candidate, keep an open mind to opportunities in your chosen area- if you want to be in the same industry. Consider part-time work or volunteering or even consulting. A full-time job may not be the only option for you.

If you are making a career change, be sure of your motivations to start on a new path. You might not like where you are going to, when you arrive at your destination. There are many transferable skills that might enable you hit the ground running in this new job. Try to identify these and again ensure you are making the right decision.


Update your CV highlighting your skills and experience, take a course if it makes you more suitable for the job.

Age comes with wisdom, and so many middle age candidates have a lot of knowledge and experience, but try not to let an attitude sneak in when with younger interviewers as everyone has something new to contribute and we should show that we are ready to learn from others as the world is constantly evolving and things change. The ‘been there, done that’ doesn’t always work to your favour.

Older is better, whatever way we look at it, and even though some people have a predisposition to ageism, there are still many who believe in the extremely high potential of this age group.

From proposed political reforms to address retirement issues, inheritance tax laws and health policies, we might be right to believe attitudes might change too. For more specific information about jobs, and tips to help you sell yourself, please visit our interim management talent bank site, www.imtb.uk.com

Martin Lloyd Penny is MD of www.matureaccountants.com . He is also Director, www.imtb.uk.com , which is a joint venture with www.efm.uk.com.

The Coalition Government & Recruitment

With the emergency budget due to be announced in a few days, many recruiters are concerned about certain reforms that will have implications for the recruitment sector. Indications are that initial changes will affect public sector budgets and those companies/policies that depend heavily on them.

Many in the recruitment industry reveal they are interested issues regarding specific changes to employment legislation , including the abolition of/changes to the current retirement age and National Insurance Contributions, as well as other policy issues such as minimum wage and incentives for startups including recruitment agencies.

Thankfully, the wait will soon be over!!!!

If you are concerned about recruitment costs and would like to try our cost-effective top level interim management service, please contact us on chinwe@imtb.uk.com, 0845 129 9907/8 or visit us on www.imtb.uk.com. IMTB provides a unique interim management talent bank for niche markets. Its services include 'Babyinterims' Maternity Cover & 'Healthyinterims' Long Term Sickness Cover. 01582 528001. chinwe@imtb.uk.com. www.imtb.uk.com