I was at a
communications conference recently whose primary focus was on innovation in the
communications industry. There were a range of topics largely centered on
curation, creativity, content, crowd sourcing, collaboration and community.
These are all topics that are typically grounded in the ability to propagate
prose that sizzles, soothes, sympathizes, and sells. The common denominator
therein is solid and relevant experience by professionals that have "been
there and done that" and are able to write and pull together narratives
that engage and inspire audiences.
As I
pondered the myriad of conference topics that form the essence of what I do for
a living, my trend of thought was shattered by a conversation overheard as the
conference transitioned to a coffee break.
Here's the
dialogue. "Hello, I overheard you say that you are a recruiter based in
New York. I am principal in a small firm in New York and we are searching for a
GM to manage the office." "Oh right," responded the gentlemen as
he said in his very British tone. "What are you looking for?"
"Well we want someone with experience but not the type that is looking for
their final career role. That just won't work for us. We want a young person
for which the job will be a stretch."
What an
appalling notion to think that a person with years of high quality professional
experience and accomplishment can no longer be considered for employment
because they are considered aged out. What are headhunters, human resource
people and hiring managers thinking? And to add insult to injury, the latest
employment numbers from Uncle Sam show a decline in the unemployment rate.
Clearly the numbers have ignored the young and old who have long since been
dropped from the labor count by Uncle Sam. Witness these two recent articles on
the situation. "Young
People Still Can't Find Work" and "The
Job Market is Still Hurting."
So what is a
job seeker to do? Go boldly into the night. Here are some thoughts that may fly
against conventional wisdom. And perhaps that is why they might be worth a try.
 |
| Talk it up!!! |
Don’t shy
from the conversation. Raise the issue in your cover letter. If you are under
25, explain how your skills and experience can help you come up to speed fast
and what value you can immediate apply to contribute to the company’s success.
If you are over 50, elaborate on why your experience is of benefit to the
organization and how brief is your learning curve. The worst a company can say
is no.
Call them on
the carpet. Look at a rejection as the opening salvo. If you suspect that age
was a hindrance, challenge the company or the hiring manager to explain its
rationale for the rejection. Seek an answer. Directly question how and why and
don’t take no for an acceptable answer. It is a new day and companies need to
be more transparent in their hiring methodology.
Seek a hire
or higher authority. The adage, “If at first you don’t succeed, try, try, try
again” is applicable here. Identify and contact or seek a meeting with a level
or two of management above the HR person or hiring manager. Explain your
rationale for your inquiry, your experience to date with the organization and
outline in specific terms why you are the best one for the job.
Network
above the crowd. Work your connections. Identify people in your network who
have connections with principals, hiring managers or other influencers at the
companies that are the objective of your interest. Don’t hesitate to engage
with them on your abilities, capabilities and aspirations. Offer to buy lunch
or coffee and have a real conversation about their needs and requirements.
 |
| Take Flight!!! |
Leave your
comfort zone. Being in an environment that is comfortable tends to breed complacency. People
tend to go with the flow and hesitate to break new ground. But when it comes to
career advancement, take off the gloves and get out of your zone of comfort.
Take actions that are bold and may just get you in the door. Desperate times
call for measures that have the potential to break through.
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