Why Older Workers Are Not Hired


When it comes to age discrimination, there’s
usually only five concerns that a hiring manager or a certified HR representative has in the
back of their mind. In today’s video I want to discuss those five
concerns and how you can best address them before you even walk into the interview. I want to talk a moment about some of the
research studies that have been conducted in regards to age discrimination. In one of the largest, 418 empirical studies
examined the research that had been done on age and 39 different variables, preconceived
notions that hiring managers and HR representatives had when it came to an older worker. Of these 39 variables, five really kind of
rose to the top. These are five that you can actually address
before you even walk into an interview. Let me share with you some examples of this. The first, and I’ve talked about this one
in many times, many earlier videos, is that there’s a preconceived notion by many hiring
managers and HR people out there, the older worker is not going to have the energy or
the drive or the ambition to do the work. Now, by the way, of all these empirical studies,
there was no evidence found on this. I want you to understand this right off the
bat. There was a preconceived notion but there
was no evidence that backed this up. So how do you deal with this? Number one, you probably know as well as I
do that a lot of people out there in their 30s and 40s don’t seem to have any drive or
ambition or the energy to do the job. I’ve seen people that actually seem like they’re
falling asleep when I’m talking to them, and yet I’ve seen people in their mid-60s and
even mid-70s be extremely energetic and I wouldn’t have any doubts whatsoever that they
would not be able to do the work. Your job is to make that solid impression
within the first seven seconds of meeting that individual. How are you coming into the interview to present
yourself? One of the things that I often recommend to
my clients is there is a really cool video out on Udemy, udemy.com, and I’ll leave the
link below, by an individual by Vanessa Van Edwards. She’s a body language coach and she has this
video out there. I think it’s called the seven scientifically
proven steps to increase your influence. It’s a completely free class. I’m not affiliated with Vanessa Van Edwards
in any sense, but she has some really good resources out there. Again, I’ll leave this resource, a link to
this resources in the notes section below. Definitely one you want to check out. The second concern that many hiring managers
and HR people have is that the individual is going to not have the willingness to participate
in training and self-development classes. Now, by the way, of all these five that I’m
citing here in this video, this is the only one that does have some empirical evidence
behind it, that they have found when they’ve done research studies, that an older worker
often will not participate in these kind of training classes, so you need to participate
in these before you even walk into the interview. One of the best ways to do this is through
continuous online training and development. In an earlier video, and I will put this link
also in the notes section below, or you can click it in the upper right hand corner. In an earlier video that talked about resources
out there that are available to you right now, where you can participate in some online
training. There’s you to me. There’s Udacity. There’s coursera. There’s Linda.com. I have all of these links and a little bit
more about all this information in the video that’s linked above. The third is an element of distrust. They feel that the older worker, the more
mature worker, is not going to have the trust that other, say younger workers will have. This is what you need to do to address this. You need to have your accomplishments there
in your resume and when I say accomplishments, a lot of people talk about ask related issues. I want you to give bullet points of your accomplishments. Some of these bullet points of your accomplishments,
I want to be success stories, where you are using words like collaborated with other team
members or whatever it is, to show that you worked with teams, other departments, because
that shows that you have worked and that you have developed trust with these other individuals. Not only that, not only have your accomplishment
statements there, but be prepared to talk about these and the wins that have happened
with the teams. You’re going to use star stories and sore
stories. If you don’t know what these are, I have another
video, the links should be showing up right now, in the upper right hand corner, plus
I’ll put it in the notes below, of earlier videos I’ve done informing star stories and
sore stories. It’s a whole different video, but what you
need to do, is you need to create some stories of the accomplishments that you’ve had working
with other individuals. That’s how you’re going to address the trust
issue. The fourth concern that a hiring manager or
HR representative may have towards the older worker is resistance to change. Oftentimes, a more mature worker is perceived
as someone who is going to be more resistant to change. So just like the trusting issue, where I’m
suggesting to have some bullet points on your successful accomplishments that include a
collaboration, I want you to have some successful accomplishments on your resume, bullet points,
that show how you either drove change, initiated change or supported change. But it doesn’t stop there. You also have to have some star or sore stories
that show that you’ll be able to discuss during the interview when one of these bullet points
is brought up, or even better so, if you’re asked a question, can you tell me a time when,
or can you give me an example of, that you bring up one of these star stories that involves
how you drove or supported change. You can eliminate that concern right off the
table by a star story or a sore story and with a bullet point of accomplishment on your
resume. The final one is health problems. This is kind of an unspoken one, because it’s
not going to be asked about in the interview. Do you have any health related issues, however
this could be a concern of the hiring manager or the HR individual. By the way, again I wanted to talk about this
and go back to this. Of all of these that I’m citing, the only
one that had evidence behind it was a lack of willingness to participate in training. Health related issues, there was no empirical
evidence behind it, but it still could possibly be a concern of a hiring manager or the HR
person. This is the only way that you can really address
this because it’s not going to really come out in a question, but what I want you to
do is I want you to go in to the interview with essentially this mantra in the back of
your head. I am a professional. I create no problems. I have no problems. I’m going to solve all of your problems. This actually works for every one of those
concerns. I’m a professional. I have no problems. I create no problems and I’m going to solve
all of your problems. This is the image that you need to project
out when you’re in the interview. By the way, I need to end this video on this
note here. It was your resume and it was the phone screen
that validated your confidence. You know, so many individuals, they go into
the interview believing that it’s going to be a mistake if they don’t hire me because
I’m the most qualified for this position. I’m 150% qualified for this position, but
at the end of the day, the interview is not about your confidence anymore. Sure, you’re going to be asked some questions
regarding your confidence, but really what it boils down to now is about compatibility
and likability. You see, the hiring manager, you may think
that you’re 150% fit for this position, but when it comes to the hiring manager, he has
three or four other individuals that he’s interviewing that in his mind are just as
competent to do the job. Who is he going to get along with best? Who is going to be the most compatible? Who’s going to be the professional? Who’s not going to have the problems? Who’s going to not create any problems and
who is going to solve all of his problems? That’s the image that you want to project
when you walk into the interview. I guarantee you, that’s going to move you
up to the top of the pyramid there. So, I hope you found this video informative
and useful, and if so, make sure that you subscribe to this channel, as I do upload
a new career strategy every Tuesday. Finally, I’m excited to announce a new online
course that I recently created called “Finding a Job that Fuels Your Passion.” So if you’re currently in career transition,
definitely check it out. You can even test drive one of the courses
at no cost. It’s in, the link is in the notes section
below. Thank you for stopping by, and I will see
you in the next video.

Author Since: Mar 11, 2019

  1. As a former hiring manager, I interview more people under the age or 40 who demonstrated less energy than older workers. Keep in mind the first 7 seconds while you are making that first impression and you will alleviate that concern (if even exists) right off the bat.

  2. So interesting! Definitely an issue that is not brought up enough. The resources you mentioned sound great. Cheers!

  3. We have tons of experience and drive! I competed with Millenials, side by side, and kept up as good as they were, in the public schools. Jobs give me energy and drive!

  4. Really? It's not because younger workers are easy to manipulate into working for "free", too inexperienced to know when they're being taken advantage of or will work a lot cheaper than older workers who have to pay their bills? It's not because the employer's insurance goes way up with older workers either? Nawwwww, it's because we "act old", right? BS!! Most of us older workers have and show a lot more enthusiasm than our phone staring, eye rolling younger competition. We are definitely more energetic than these mindless bots who sat all their youth in class, in front of their social media gadgets and don't even know how to give correct change if the cash register isn't working "right". Bitch and moan about EVERY SINGLE thing they're asked to do and management must keep on top of them ALL CONSTANTLY to keep them working. They all know this but it's all about the bottom line, in the short term, for the employer today because THEY'RE also working "paycheck to paycheck" and can't afford to hire the good workers who will cost more but bring in more at the same time. I'm so sick of all this BS! Tell the truth and maybe we can tackle this MAJOR PROBLEM WORLDWIDE TODAY

  5. We should be fixing this country's discriminative unethical business hiring practices, not catering, cowering or figuring how to beat it…

  6. I work at Walmart and as hard as I try I can’t keep up with my peers as a stocker at 47 5ft tall and 95 pounds I’m always over reaching struggling with the lifting and all around coordination I’m always straining my back hips… what can I do.

  7. in australia there is a discrimination mostly at white people aged between 45-65 who have no kids, no marriage, no housing of their own. but also I find there are too many older people over 60 who just will not leave their jobs and they go on several os holidays and own more then 1 house while the age bracket i am in miss out on it all. doesn't seem fair. I know a woman who is nearing 70 and she is in pharmacy retail and she still sees herself as 40 and has no ability to see life from a disadvantaged mature persons view. she said something and I thought, " friend died and won't grow old, you are old already you are at least 30 years older then me", they hog jobs and don't care if it might be a person like me, their last chance of ever knowing what work and love is or finding a husband or having kids and they don't care, there is a special place in hell for those people. trust, once you are a loser, that is it. age is irrelevant. you are either a winner or loser mind set world. people don't care about your past only The Now!

  8. "Falling asleep while you're talking to them" ? No kidding ? Considering your empirical research and pyrotechnic patter leading the way – that is hard to imagine !

  9. I am satisfied that I got called in for an interview. I am retired from my former employment and I have begun looking for a job. I have taken online classes in accounting and I will be graduating in March 2020. I have taken classes in preparing for an interview. I was asked 10 questions during my interview. I felt very confident and I answered. . It is very competitive on job search. I am 59 years old and I am searching. My reward is I got treated very nice and that is a big plus for me.

  10. WHY OLDER WORKERS AREN'T HIRED:

    1) Because until about 10+ years ago you could get a job by applying and interviewing with a live human. Today I see a lot of people (who previously had no issues getting a job) unable to even get a foot in the door because all hiring is done through an automated process that scans a resume for keywords. My employer ( 16,000 people globally ) has gone that way. Most of us old timers couldn't get hired because we came from the day and age of common sense, not the internet age. Also, what are those keywords you're supposed to know they're scanning for? I'm not even kidding, one of our HR people misspells words all the time, the applicants she brings in are the same idiots that misspell like she does. The people who actually know how to do the job ( but not know what keywords she's looking for ) never get considered or called. Common sense has been replaced by "new speak"' as George Orwell once warned. The new corporate culture has earned the seasoned workers mistrust.

    2) Because stuff like that has pissed us off so bad we're more apt to tell you exactly what we're thinking whether you like it or not, especially incompetent HR departments that outsource and lean on algorithms to do their thinking for them.

  11. I think the issue with older workers, especially in high tech, it is being up to date on the ever changing skills. Also being able to fit in a culture. I'm convinced if an older worker can demonstrate keeping up with the skills and show they can fit the culture, older workers will get hired.

  12. I’m over 60 and still finding decent gigs. Just requires about 10x more grind which I’m ok with😊

  13. Throw the facts that Older People know their workers rights and labor laws, Some younger people infact MOST Dont know labor laws and worker rights, there for most business ethically challenged corporations go for the younger applicant, as well as an employer not trusting an elder employee to remain at job at laughable wage as well for obvious reasons

  14. You just need a skill that is in demand. The problem is people mistake climbing the hierarchy as success. About the time everyone reaches 50 people only have middle management skills. Worse middle management skills are rapidly becoming obsolete. Then as people age they compete in the bottle neck of management dysfunction that all companies have. Managers are easiiy replaced. Instead get and keep a high demand skill and write your own ticket. Screw management and HR, do something useful instead and those people do not matter as much. Im 52, managers and HR departments call me. In fact i have not applied to any job in over a decade. They always call me first. Get a skill that you love and stay current.

  15. Employers even ask about your high school years to make it seem like their not concerned about your age. they think job seekers are stupid.

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