Despite the state’s tight job market, its older demographic and data that show the merits of an intergenerational workforce, ageism is still a reality for NH job seekers.
“In my capacity as AARP state director, I have often said that we ought to see our aging population as a competitive advantage but too often we don’t,” says Todd Fahey. “They are an untapped resource; both for themselves as they share their talents and experience with employers, and for the capacity they have to bring along the next generation of workers.”
Fahey, who at the time of this interview was in his final week as AARP state director, having decided to return to law, says over the years he had many opportunities to talk about agism in the workplace.
“Every time I gave a talk, I’d get emails thanking me for carrying this message…thanking me for the illumination or the insights about older workers, and I guess I’m always a little surprised because they seem so obvious to me,” he says.
Amy Cann, managing partner at HR ROI Consulting in Portsmouth, says age is a protected category and employers are not allowed to ask an applicant’s age, but their resume and online profile may be revealing it all.
John D. Roller, owner of Express Employment Professionals, a staffing firm in Manchester, says most of the people he works with who are at retirement age or older are looking for part-time work and flexibility, but many employers are not offering part-time positions or job sharing options, which creates another barrier to employment.
Both Cann and Fahey agree that agism is still a real problem, whether unintentional or deliberate, so job seekers need to do all they can to avoid being tripped up by these potential biases.
Resume Revamp
There are some obvious resume changes that have long been recommended, such as removing graduation dates.
Cann says a job seeker should only show 15 to 20 years of work history. “I looked at a resume recently that went back to 1979. We don’t need to know that. In fact, I don’t want to know that. I want to base it on education and skills,” says Cann.
Roller agrees, saying, “I coach people on resumes and adjustments. A lot of older workers put dates going back to the start of a career and the last 15 to 20 years is more relevant, so I get them to summarize without dates and focus on what they have done more recently.”
Online resume templates, which can be purchased for a few dollars, can make a modern layout easy to follow, showing what HR professionals are expecting to see and what to leave off. “A resume header should include your name, cell phone, and email address, but no longer include a mailing address,” says Cann. “No one is going to send you a letter anymore.”
In an employer’s market, when there are more job seekers than openings, hiring professionals turn to scanners and artificial intelligence to reduce the volume of resumes. These became popular during the Great Recession.
An employer’s market isn’t likely to return any time soon, says Cann. And while it’s more likely that these scanners are used by larger firms, it’s important to understand how they could quickly eliminate a resume before a person ever sees it.
“I worry these algorithms and screening programs could be unwittingly screening out older workers,” says Fahey. “We need to make sure they are not designed with criteria that would be more likely associated with a younger worker’s resume.”
Cann points out that scanners may be looking for keywords, such as the names of popular software products like Microsoft Word and Excel, so listing specific skills is important.
Learning to use popular job search sites such as Indeed and Glassdoor is a great way to find opportunities but also to showcase your skills. Sending a resume via email or using an online platform shows a comfort level with that technology versus an old school method of mailing the resume or delivering it to a physical location.
Cann says include your LinkedIn profile on a resume and take advantage of all that LinkedIn offers. “It’s a great way to apply quickly for jobs, gain visibility, learn new skills and grow your network.”
Skill Building Options
If your work hasn’t allowed you to gain experience with certain applications, Cann says to look for opportunities within the community. The NH Department of Education has adult education centers across the state offering beginner computer classes and more advanced skills, and can connect students with online opportunities as well as educational grants to cover tuition when possible.
Michael Tabory, COO at Community Action Program of Belknap and Merrimack Counties, says the Senior Community Service Employment Program (SCSEP) helps low-income adults, age 55-plus, to receive on-the-job training “Despite abundant job openings, some struggle to find employment because they are having difficulty with ageism, or an unwillingness on the part of employers to make accommodations that prevent seniors from finding solid employment,” says Tabory. “Most in our program do have a disability, such as back or knee or hip issues and can only work part time.”
He says SCSEP finds placements at nonprofits and government agencies and pays the employee minimum wage, while the host business provides on-the-job training. The program also helps job seekers overcome barriers, such as lack of transportation or computer skills and assists them with resumes.
“From the perspective of an employer, it is MS Office skills, Outlook, Word and Excel—those are critical for almost anything we do,” says Tabory. “It depends on the placement, but even in a manufacturing environment, they need email skills.”
Once trained, many can find permanent employment, some being hired directly by the host organization. “There are 44 slots available each year, limited by budget,” says Tabory. “Our goal is to slightly over-enroll if we can, as we always see some drop off.”
While recent years were affected by the pandemic, in 2018 SCSEP had 43 participants and six found conventional employment at a median wage of $11.50 per hour. “One year later, 38% remained employed,” says Tabory. “Those are the real success stories when they are still employed a year after leaving the program.”
Modernize Your Look
A recent article from AARP, “The 5 Secrets to Getting Hired After 50,” recommends that job seekers “polish up
their appearance.”
According to the article, once hiring managers were able to interview applicants face-to-face, they were 40% less likely to hire older workers than a younger applicant with the same skills. While someone can’t necessarily hide their age, paying attention to current fashion and hairstyles can help.
Another way to become a standout candidate if you land that all important interview is to be prepared, Cann says. “Be a better interviewee than anyone else, know the company and be professional,” she says. “Be positive and confident because you know that your experience of work, people and the world is invaluable.”
Current Issue - May 2024