Career Advice for the Older Worker

This past weekend, Kate and I were at a friend’s party. Since most of the people there didn’t know who we were, we would get the basic questions, including asking us what we did for work.

Once you say you are a career management consultant, you start getting the career management questions along with the hopes and fears of people and their work.

In one of those discussions, a person was saying that they needed to move on to another position; even a different and more fulfilling line of work. This person was also self-aware: “I’m 51 years old and I am sure there is age discrimination out there. Plus, I’m overweight. I guess all I have going for me is experience.”

Nothing like getting the bad stuff out there! What follows is my advice.

In previous posts, I’ve discussed the simple formula for a fulfilling career: job skills + job performance = opportunities. That certainly applies here as well.

Yet, for older workers, they bias is that they are not as willing to learn new skills nor are they willing to “work as hard” as others younger then they are. Whatever “working as hard” means.

Job Skills

The first piece of advice I gave this person is that they need to identify their current job skills that they use in their work. For those reading this, is it that you run projects? Good at balancing books? Good at analysis?

Job Performance

Here, the key is not only that you work on stuff, but that you get results. And the results need to be quantifiable – they need numbers. You increased something X%. Reduced errors by X%. Without the numbers you don’t get validation of results (this caused a “roll the eyes” recognition by this person…).

Bust the Myths

But here’s the deal: older people need to overcome more.

Hiring managers do NOT hire you for your experience. They hire you for your job skills and performance. A hiring manager is betting that in hiring you they will be able to hit their goals. A hiring manager is betting that you will bring results to the team.

In addition, people in the workforce a long time also need to demonstrate that they are not only willing, but continue to build new job skills for their work, especially skills relating to technology. The way you incorporate this into your interview is talk about some result that you have achieved – and then explain what it is you learned about improving your job skills through doing the work.

Finally, to bust the myth of an older worker, you need to display energy. If you are passive in the interview, show little interest in the work, or come across as tired and weary, you won’t get the job. Obviously, different people have different styles. But you must demonstrate that you will bring energy to the work or risk not getting the work.

Everyone needs skills and performance. But older workers need to show that they continue to learn and are energized by the work in order to continue their career.