How ageism is a definitely a thing at work
And how it plays out when you're interviewing for new roles
I might be shooting myself in the foot right now as I’m in the process for applying for roles in the world of qualitative research. I stupidly did the things you aren’t supposed to do when looking for work.
First off, and a rookie mistake was putting ‘OPEN TO WORK’ on my profile (which apparently is the equivalent of going for a date and trying to kiss your partner before you’ve even looked at the menu).
‘It doesn't send out a good message,’ one of the more esteemed recruiters told me and I thought about how it was interesting that LinkedIn versus Instagram have such different codes of communication (LinkedIn is about pretending that you’re doing better than you are and Instagram is evolving into a platform where you tell people what’s really going on).
I made another mistake in responding to a range of recruiters. In the days after redundancy these recruiters appear from nowhere like zombie ex-boyfriends (another dating analogy I know but there are similarities believe me).
‘Hey you don’t remember me but I contacted you 15 years ago when you were still at X agency and we discussed opportunities at Y. Are you still kind of looking for the same thing?’
This was the line one recruiter gave me when they saw my status (which I quickly took down again as I was besieged by calls and messages - all advertising the same roles too).
‘Um well things have changed since we last spoke,’ I said, thinking that maybe it was useful to get my CV out there, pass it amongst a good range of recruiters, the more the merrier, type of thing, ‘I’ve written 5 books. Had 2 kids. I’ve been in 4 qual agencies. I’ve lost my Dad. There’s been a massive pandemic. Yep not quite the same person you see.’
The recruiter went quiet after this and I realised I’d divulged too much.
‘So what level you looking at?’ she asked.
Now this is a thorny question.
Let me be clear.
I’ve worked in super senior roles in the past and whilst I enjoyed the challenge, the fire-fighting aspect of managerial roles, it is not something I warm too now. It might be controversial but I think many of us are re-framing work and wanting it to play an important part in our life but not the only part. I know it sounds boring but I like to describe myself as a ‘safe pair of hands.’ The person who does the projects, manages the team and you hear good things afterwards. Never any drama. That kind of thing. I would say this is a super power right? And not to be underestimated.
People talk a lot right now about younger generations and how they are falling out of love with a certain definition of work (rigid, rule-bound, hierarchal, formal) but older people also don’t love this kind of work. Arguably this is what we’re seeing across the board- people choosing (if they can financially) to not work in agencies where the rules and the processes are so intense and uninspiring that people don’t want to stick around. We were told to ‘bring ourselves to work’ and we did. To reveal our real needs, wants and desires from work. This can’t be taken back and suddenly people go back to the way work was 10 years ago.
I know enough about work (through interviewing experts and writing books) to believe the best work is delivered by people who have a semblance of balance in their lives. Who can switch off. Who don’t sit on the sofa replying to work emails at all hours of the night. This culture doesn’t work long term and the retention rates at some companies speak for themselves (I always think the best thing for a potential employee is to speak to the person who has been at the agency the longest to get a true picture of what life is like there).
Let’s get back to the ageism thing. Is it happening?
Well employers sort of touch on it in weird ways.
‘We think you’re too senior.’
‘You have too much experience.’
‘You’re overqualified.’
I have rarely looked at a candidate and thought they were too skilled to take on a role. I have usually thought that I was incredibly lucky that this person wanted to come in and offer me their insights and experience.
These comments of being ‘TOO’ are ageism in a more acceptable jacket. What is essentially being said is that - we don’t think you’ll be able to adapt to a different role because you’ve worked for too long.
It’s no secret that it’s tough out there right now and there is a fair amount of uncertainty about the future. This is especially true in marketing and in research. There are also rumours of AI tools taking over very soon (well let me start some here because that’s often all it takes is a statement on LinkedIn right?)
If these AI tools are coming then does it not mean that there should be even more of a prioritisation on real life skills? On empathy? On the things that right now the AI tools might not be able to do so well? It’s about having a truly age-neutral policy when it comes to recruitment. Look at the person. Not the years of service. Keep an open mind. Remember that work has changed and the people you need to deliver the right results have changed too (the stats on the benefit of diverse teams and the results they can drive speak for themselves).
The recruiters have quietened down a bit this week.
I am doing some freelance work. I am trying not to go on LinkedIn too much as the constant status updates are a bit of a trigger at times.
This is a plea to think about the business advantages of being open minded when hiring. Go with the person in front of you. To not let fear or preconceptions around age/experience/conventions dominate your decision making. To be human because for now this is a skill that AI doesn't quite have at its disposal.
Imagine what would happen if it all worked out.
There’s a certain beauty in that don’t you think?