Career Transition: The Age Advantage Part II

Aly AnlikerAly Anliker, Ed.M
alyanliker@hotmail.com
503-891-1108

Aly is a creative organizational and career consultant with over fifteen years of experience in Training Management, Executive Coaching and Instructional Design. She has a background in Human Resources and Marketing and has worked in a variety of industries including telecommunications, high technology, manufacturing and non-profit.

The Age Advantage Part II: Marketing Yourself to Best (Age) Advantage by Aly Anliker, Ed.M

In the previous blog Anne Bryant talked about age discrimination and the role it can play in your job search. This blog will focus on job search marketing strategies to help you present your best advantage.

Starting with your resume, it should not suggest your age. A few tips for keeping age out of your resume include:

• Focus on the last ten to fifteen years. Overall, employers will be interested in your more recent experience.

• If you choose to put years of experience in your Career Summary, say over ten to fifteen years even if you have much more experience than that. When you look at most job postings, they typically do not ask for more than ten years of experience.

• For experience and accomplishments you want to include that go back more than fifteen years, create an “Additional Experience” section in your resume and place that experience there without dates.

• You do not need to include a date in the Education section of your resume. This will help your education look more recent.

Follow the above tips as you craft your social media profiles. Where those profiles include a photo, make sure it’s a professional headshot that doesn’t age you. A black and white photo is a nice choice. Obtain a skilled photographer for this important picture. You can choose not to include a photo, however, according to LinkedIn, people that include their photo are more successful networking online.

Additionally, bridge the generation gap when inviting people to be part of your network on social media sites. Have a mix of connections.

If you need to include samples of your work as part of your portfolio, make sure you have recent samples, rather than examples that go way back. Chances are your more recent work examples are more relevant anyway.

What you might find is that the real reservation employers have for hiring an age advantaged worker, is that their salary expectation will be too high.

You can assure potential employers of your flexibility on salary in your cover letter, especially if the employer asks for your salary history. Where you can, give a range and make sure they know that salary is not the most important issue for you, if, in fact it is not. It will help your chances of getting hired if you can be flexible on this and other issues, especially in an employer’s market.

Do your research. Certainly there are companies out there who prefer younger employees. But there are many more who value a diverse workforce with age being part of that diversity.

Lastly, rely on your network to provide connections to your target companies. Regardless of age, people tend to get hired through their network, and employers prefer to hire people that either they know or someone they know recommends.

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One Comment on “Career Transition: The Age Advantage Part II”

  1. Anne Bryant Says:

    Well done, Aly. Important points that I think might really make the difference.

    Reply

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