Why do we counsel each other hide our ages when we start a job search as a person over 50? Aren't we the HR professionals who should know the value of a highly experienced candidate? Are we are normalizing ageism just at a time in our culture when companies are learning to embrace all other dimensions of diversity?

32 Comments

1. AnonymousJuly 9,2024 at 12:35PM UTC

   Yeah, of course there’s the old “don’t put anything past 10 years on your résumé crap.” that’s great so now you are exactly equal to all the ‘noobs,’ where you have no advantage and you probably won’t get anyone to look at you. And if you do get an interview, they’re going to toss you out as soon as they see you. Better to just keep your résumé, strong with experience no matter how long ago as long as it’s relevant. Gives you a competitive edge. There are people who hire for experience, thank God. Those are the ones you want to target and work for anyway.

2. AnonymousJuly 9,2024 at 12:38PM UTC

   All well and good to say that (and remember, not just HR professionals on this board)...however, given the amount of people - of all ages - heavily embroiled in generally fruitless job searches, some having been unemployed for months or more...how wants to play the martyr and die on that hill? Right now, I'd much rather fess up to my ADHD than to my age.

3. AnonymousJuly 9,2024 at 12:40PM UTC

   I love your questions! I was terminated at age 55 and was out of work for a year. "Too old to hire and too young to retire"

   I did end up with a decent job for several years before retirement but it was a rough ride.

4. AnonymousJuly 9,2024 at 1:45PM UTC

   I also got my job at 55 after being out of work for several years. Imagine my shock when my team relied on a spreadsheet instead of a database.

   It was especially shocking since I’d set up a database at a previous job over 20 years before!

5. AnonymousJuly 9,2024 at 1:04PM UTC

   The problem with more than 10-15 years on the resume is as much showing you are over-qualified as it is showing your age. Both issues expect higher paychecks.

   Also, in today's tech-crazy world, experience in the 1900s may signal a tech phobia. Today, tech-savvy expertise is more important than industry experience in most companies, and they are looking for people who can thrive or take them to the next tech level.

   I spent my first career in tech and am now a complete dinosaur working with some of the new technologies. However, the experience made me very adept at learning new applications. I am struggling with this issue in my job search since my tech experience has fallen off my resume. I have loaded up my skills with applications I use and have used, like CRM and Analytical software, plus the MS Office Suite.

6. AnonymousJuly 9,2024 at 2:06PM UTC

   Yes on all counts. Ageism is an inside job.

7. AnonymousJuly 9,2024 at 3:00PM UTC

   Yes, you should know the value of experience, perhaps your own. However internal biases may be a factor in the way you interact with people.

8. AnonymousJuly 9,2024 at 5:23PM UTC

   This is....oddly specific

9. AnonymousJuly 9,2024 at 5:42PM UTC

   Exactly my thoughts. I want to say "who hurt you" to as I feel she wants to penalize an entire profession based on her personal experience(s).

10. AnonymousJuly 9,2024 at 5:59PM UTC

    It is second nature to see when someone graduated from college, which also indicates, how long have they worked? Do they have the minimum experience we need? But sadly, ageism is real. It's non-preventable. When all you have is a resume, you must guide the reader as to what you want them to see. I agree wholeheartedly that those in a hiring capacity, whether that is an HR Director, HR Generalist, recruiter, hiring manager, or what have you, will judge the person on their age. When I recruited, I admit I did, but you know what, I realized, the "older gentlemen" who were from the 70's knew COBOL programming and early talent out of college had zero experience. I hired many a gem that were older than me at the time. I'm now 59, proud of it, have tons of work experience and will stand up in a second to rat out those who want to be ageist. We are not dead. We are still smart, mobile, quick thinkers and sure as heck know more about the world than our newest gens.

11. AnonymousJuly 9,2024 at 7:10PM UTC

    I'm in HR and have battled with hiring managers on this topic. They were the ones that wanted to pass on older candidates. They are the ones that have looked at resumes, declared someone a job hopper and then decide they don't want a job hopper.

    I really wish that people would quit using HR as the scapegoat for all things bad.

12. Joan Williams, Senior Talent Acquisition SpecialistJuly 9,2024 at 6:10PM UTC

    HR doesn't make hiring decisions - hiring managers do.

13. AnonymousJuly 9,2024 at 6:12PM UTC

    Yes. Age is a roadblock. As is if you are a U.S. Citizen or not. As a former recruiter, I first looked at the name, judging, then looked to make sure they didn't need sponsorship. Then looked at the year they graduated college (ageism), then found gems upon gems of folks who were the best people. They all passed their technical exam with flying colors. However, higher ed appreciates all ages. Corporate America has a misperception that people in their 50's are frail and will cost more. No they don't. People in their 30's and 40's get sick and die too. They get cancer, they have lost limbs. Insurance is offered and not based on age. The employer covers most of our insurance premiums, not the bills so your age does not play a role. I had gallbladder surgery at the age of 49. My insurance covered most of it. Anyone in HR that actually knows and follows trends know, people are living longer, and working longer. The younger gen have no clue, not a very good work ethic as they expect things to be handed to them, or hold any appreciation with regard to loyalty, they just want freedom and the baby boomers are now in leadership. Some of them are non-traditionalists or also known as Builders (those born before the Boomers). Removing your graduation year actually helps all ages. It removes the bias of ageism. I do wish we could be considered great on our merits alone.

14. Angela P.July 10,2024 at 1:40PM UTC

    I question your assertion that companies are learning to embrace diversity. They’re learning to value the appearance of diversity if it doesn’t cost them anything and that’s definitely not the same thing.

    Plus almost every hiring manager I’ve ever met wants to hire talent that is younger than themselves, I started ‘hiding’ my age at 30 and at 40 have now ‘aged out’ of my industry (tech). I can’t even imagine a job search at 50+; it’s going to be a nightmare

15. Angela P.July 10,2024 at 1:42PM UTC

    Report to whom? It’s not like workers have enforceable protections in America.

16. Maggie SoldanoJuly 10,2024 at 2:30PM UTC

    Short answer: yes.

17. AnonymousJuly 10,2024 at 3:14PM UTC

    Ageism has been normalize since the 40's. We counsel others to avoid the pitfalls of Ageism the best they can because we all need jobs.

18. AnonymousJuly 10,2024 at 4:16PM UTC

    It doesn't matter... no one values experience, education or anything that has to do with a job. Pretend your young, extremely energetic, will work day and night, know all of the buzz words. Under no circumstances reveal your age, disabilities or anything like that.

19. Joan Williams, Senior Talent Acquisition SpecialistJuly 11,2024 at 6:28AM UTC

    No - HR does not do that.

    Talent Acquisition is involved in the interviewing and hiring process. And most legitimate recruiters fight all kinds of bias every day.

    Is age discrimination illegal? Yes, it is. Does it happen? Sometimes. Does it suck hard? Yes, it does.

    So that's the answser to the OP's "Why do we counsel each other hide our ages when we start a job search as a person over 50?" question.

    And just because someone over 50 gets declined for a job, doesn't mean they got declined for the job because they're over 50. There are thousands - hundreds of thousands - of jobseekers under fifty, just as qualified for the positions they're applying for, struggling just as much.

20. AnonymousJuly 11,2024 at 12:58PM UTC

    I just had 2 potential employers interview me, one of which I was there 3 times. Both look promising and both interviewers referred to my resume skills as "expertise."

    I'm going to be 61 in Dec. I work in a male dominated field and know my stuff! There is a value to hiring older experts! We want stability, we want to work, we enjoy it, and it keeps us young. I want to finish my career strong!

21. AnonymousJuly 11,2024 at 2:14PM UTC

    Good lord...NO we do not do that.

22. AnonymousJuly 11,2024 at 2:33PM UTC

    Not all experience this where you feel us HR Professionals are trying to hide ages. In fact, to see a seasoned professional staying coachable and adaptable is what I've seen more. Which is good. It is not ageism normalizing from my pov , but don't discount that it's out there.

23. AnonymousJuly 11,2024 at 5:53PM UTC

    WHY? Because it is a fact of life and we need to share advice and support.

24. AnonymousJuly 11,2024 at 6:25PM UTC

    I do, actually. Heavily focused in that. Perhaps not all everywhere do, but I know many that do. The generalizations I see on this board about HR need to stop.

25. AnonymousJuly 11,2024 at 11:27PM UTC

    I'm in my 30's and don't have my graduation dates on mine, so not quite.

26. Joan Williams, Senior Talent Acquisition SpecialistJuly 12,2024 at 2:57AM UTC

    Please don't put your graduation dates back on your resume. You won't be targeted for anything.

27. Joan Williams, Senior Talent Acquisition SpecialistJuly 12,2024 at 2:49AM UTC

    Just because you're not getting first round interviews, doesn't mean no one is getting first round interviews. Just because you're not getting hired , doesn't mean no one is getting hired.

    I've hired roughly 130 people in the last 2 years - I have extended three offers in the last week.

    The question is are they making that decision based on age. The answer for that vast part is no.

28. Joan Williams, Senior Talent Acquisition SpecialistJuly 12,2024 at 2:56AM UTC

    The only folks who should have their graduation dates on their resumes are new grads.

29. AnonymousJuly 12,2024 at 5:14AM UTC

    I joined a webinar with design recruiters who took questions from candidates. When age came up, they said "Yes, ageism is real, it's an issue, but my older candidates are great etc. But some employers don't see that, so I tell them those aren't the places you want to work." I know this was offered to be supportive, but what if you switch age for race or religion? Surely this advice would be objectionable. It highlighted the OP's point, that we don't take ageism seriously and do normalize it and ask people to just accept it.

    The terrible part? Rather than ask about this, I let it go. These are recruiters I hope might work with me and I didn't want to insult them.

30. Joan Williams, Senior Talent Acquisition SpecialistJuly 12,2024 at 8:06AM UTC

    No. Having no dates indicates you didn't just graduate in June.

31. AnonymousJuly 12,2024 at 12:41PM UTC

    Wow. This is unfair. I’m not an HR professional. I am sorry you’ve clearly had negative experiences with HR. If you have this much negative experience with HR, the problem is likely YOU not HR. Seriously, your HR exposure should be upon hiring —- initial interviewing and onboarding, perhaps some training — eg mandatory training on what constitutes sexual harassment for example—(maybe)—- then an exit interview when you leave. If you have a performance problem in between hiring and leaving, then you would work with HR. Otherwise, no reason. So to form such a negative impression of HR professionals, I’m pretty sure you’ve run afoul of more than one supervisor who had to bring in HR. Look in the mirror and find the real problem.

32. AnonymousJuly 12,2024 at 3:02PM UTC

    See post above from the 50yo being discouraged by an interviewer from looking for FT work because at her age, she probably can't keep up. :)

    My whole department of 14 professionals was disbanded when our company decided not to offer the particular service that department offered, and the younger gals were offered other jobs within the company (not jobs they were qualified for but would train for), while the older gals were simply terminated. It's real.