Age bias doesn’t exist in the workplace, right? Well, maybe it doesn’t, but that doesn’t mean that corporate managers will higher older people into positions. The reason? Their skills have some assumptions built into them and those assumptions fit some stereotypes — steady, not innovative, not big on change, and not willing to adapt.
I’m not saying this happens all the time, but there is enough of that out there that a person over 50 needs to take this into consideration.
Thus, it was a pleasure to read Gen Plus where the question of how to address a job search for those over 50 was asked and answered.
Interestingly, it was answered the same way that we approach career management here on this blog: build your skills, define your accomplishments in terms of how they help the department or company, and then translate all of that into a personal brand.
For those over 50, there is a temptation to ask: “Do I really need to create a personal brand?”, implying that at some magic age we no longer need to be selling ourselves.
The answer is yes, we need to be selling the value of our services right up to the day we choose to retire:
This contribution needs to be apparent in your resume, your cover letter, your “look”, your approach, your conversation — essentially, your personal brand. It does not matter if you are applying to big business or small business — your value-added is key to overcoming your visible age.
Check out “Same-store” in job search for Boomers and 50 plussers” over at Gen Plus.