If you suspect you’ve been a victim of age discrimination, you are not alone. Age discrimination is alive in today’s workplace, but you can overcome it. So, if you are 40 or older, or will be in the near future, read on. The following strategies may prove helpful in overcoming age bias.

Handle the issue of overqualified effectively - According to the U.S. Department of Labor; age-bias claims have been climbing, from 12,962 in 1993 to 23,796 last year. Some older workers say that “overqualified” is the most common response they hear from recruiters and hiring managers. For instance, during a phone screening or initial face-to-face meeting, if the issue that you are overqualified comes up, what do you say?

I would suggest that you feed the concept by agreeing with them. An answer along the following lines could go a long way to improving your candidacy: “I understand your concern; however, I am confident that you will find me a valuable asset in this position. In addition, should you want to promote internal talent in the future, I’ll have proven myself and have the years of experience to assume more responsibilities successfully. My sole objective is to prove myself over time.”

Paul Jenkins (a pseudonym) lost his job as a treasury bill and bond trader because he was redundant, they said. Then they hired a younger guy and had Jenkins, 52, train him. “They figure you’re slower, your reaction time is not as good as it use to be,” says Jenkins, who swallowed it because the investment house gave him a decent package. He now works at a job that pays him 57% of his old salary, and experience that will sounds familiar to many middle-aged job seekers, just like the encounters with hiring managers who say, “You’re overqualified” or words to a similar effect.

Pay attention to hiring practices and code words - Most employers, or at least the shrewd ones, will not admit outright that they do not intend to hire older workers. Instead, they will use “code words” in their help-wanted ads or Internet listings that call for “rising stars,” “upward mobility,” “recent college grads,” or someone on the “fast track.” Staffing firms, executive recruiters and savvy job seekers quickly pick up the clues that the company’s culture favors youth over experience. Unfortunately, the use of code words indicates that there are employers out there who still work on the false assumption that older workers have reduced capabilities. Therefore, devote the bulk of your time focusing on companies that are more likely to pay off. Additionally, register with an agency that specializes in placing experienced professionals into contract or temporary assignments. A large number of firms utilize this approach as a way to gauge an individual’s performance. Not only will this approach keep you in play, but it also will keep your spirits up and allow you to keep your skill levels current while helping to pay the bills.

Write an ABR resume - Forget the functional vs. chronological resume debate. The format that has proven extremely effective, especially for experienced job seekers, is the Achievement Based Resume or (ABR) for short. An ABR is effective because it describes your skill sets and experience in tangible, no-nonsense, concise language. Prospective employers immediately will be able to sense the scope and results of your hard-earned experience. Remember, your resume is not a tell-all document. If earlier jobs do nothing to enhance you on paper and they are 20 or more years back, you may want to think about omitting them from your documents. As a service to readers of the Tampa Tribune, we will evaluate your resume to see if it is doing all that it can for you. Send your resume via email to jmwanes@jmwanes.com for a no-charge evaluation.

Think about creating your next position - A time-tested method of gaining entrance to a targeted company is to research its problems well enough for you to create a position that would meet its pressing needs. You may have to start as an independent contractor, focusing your discussion on a current problem the company is encountering and how you are especially well-qualified to assist them. This approach may not be easy, but it does work well for older job candidates since they have excellent credibility in this type of situation. It also lets age and experience work for you and not against you, while giving the potential full-time employer a chance to eliminate any reservations about your age and ability.

Fight the stereotype - At every opportunity, show your employer (or would-be employer) that you are physically and mentally fit for new challenges. This does not mean you have to register for the Eco-Challenge, but in a job interview you might casually mention that you run, or recently re-landscaped your front yard by yourself, or maybe you just completed computer-training classes. Reminding you that appearance is a critical hiring element may seem presumptuous but far too many older job seekers reinforce the stereotypes, which produce hiring prejudices. They do not pay attention to their personal appearance and general presentation. It is astonishing to see the number of job seekers needing a haircut and wearing shirts with frayed collars and cuffs. Their entire appearance -- lack of general grooming, poor posture, and low energy level – screams these people are a poor risk; do not consider hiring them. They appear defeated and reinforce this impression when they speak. Their voices are weak, shaky or monotone. They completely fail to sell themselves and to present a positive image.

Joe Hodowanes, a career strategy adviser in Tampa, Florida, offers a free resume and career analysis. Fax your resume to (813) 936-0201 or email it to jmwanes@jmwanes.com For questions, call Joe at (813) 936-0091 or visit www.jmwanes.com on the Web. All Job Search Advisor articles on this website are the property of www.jmwanes.com (J.M. Wanes & Associates). You may download
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© 2005 J.M. Wanes & Associates.