Age bias might be one of the last forms of discrimination society gets away with.
As we get older, that usually only hurts our ego. At social events, for example, those in the room tend to treat us as invisible.
If we're fortunate, our former employer provides outplacement. There we get assistance with everything from the up-to-date way to do a resume/cover letter to coaching on interviewing.
But the burden is on us to nail down the help we need to navigate around the discrimination in the labor market against those over-60. That specific problem might not be addressed in outplacement. Or not enough.
Asking the Questions
So, we have to be direct with our coaches.
We ask: Why kinds of work opportunities and which employers are more open to the older worker?
How do position and package ourselves? Aging forces us to rebrand.
And what red flags do we eliminate in our resumes, cover letters, and interviewing (by phone, online, and in-person)?
Blinded by Optimism
A neighbor lost his position as in-house counsel for a Fortune 100 company. His credentials were amazing. Those included winning verdicts for his employer in front of the U.S. Supreme Court. But, he was 63.
His optimism prevented him from seeking customized help on aging when in outplacement. That was his blind spot. Outplacement ended. He remains jobless.
When I was in outplacement I was already middle-aged. I asked the right questions. Instead of chasing after one of the vanishing middle-management jobs, I launched my own business. For me, that was a smart move.
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