Should my resume disguise my age?

I'm often asked by more senior professionals if they should somehow hide their age on their resume. Sometimes, they believe that age discrimination has been affecting their job search and it might open more doors if their resume appeared to make them younger. So they only include the last 10 or 15 years of their work history.

There are many opinions on both sides of this question, and I can understand those that disagree with me. However, I believe it is a bad idea not to acknowledge your entire career on resumes you present to prospective employers.

Here's why, and some best practices…

 

Starting your interview in the hole. As soon as you show up for an interview they are likely to get a sense of your age. If your resume created an impression that you are someone in their 30's, however, when you show up you're clearly someone in their 50's, they will feel like they've somehow been deceived. Whether age discrimination is an issue for them or not, you will be starting your interview 'in the hole' having to overcome the perception that you were trying to put something over on them. Compared to other candidates that they perceive to be more forthright, it may be an obstacle you can't get past. Perhaps you're someone that looks younger than you are… at some point they will discover your age and still feel you've been less than honest. It's not your age that cools them toward you, rather your deception.

Your resume won't change the problem. If the company truly does discriminate based on age, then hiding your age on the resume only delays the inevitable. If they don't want to hire someone over 50, gaining an interview is not likely to change their bias. It only took things one step further and will lead to greater frustration for both of you. The fact that they are wrong in their bias, and potentially acting illegally is no consolation when you are turned down for the opportunity. Unless you're fishing for a chance to sue someone, why put yourself through the experience? Why would you want to interview at a company that would reject you based on your perceived age on your resume? The idea that "They'll change their mind once they meet me" doesn't address the underlying problem. Even if you get the job, you now work for a company that decides not to interview someone because on their age. It's not likely the company's culture will make you feel at home!

So, what's reasonable? While I believe it is important to acknowledge your complete career on your resume, I don't think it's necessary to emphasize your age either.

Your experience and responsibilities prior the past 10 or 15 years are not generally relevant as you pursue current opportunities. It's not necessary to give much detail to positions prior to that point. Simply listing the Company, Title, and Dates of employment are sufficient. If the role was directly related to the position you are applying to, one brief line of description may be appropriate. Otherwise, the bulk of your responsibilities, skills, strengths and achievements should be listed under your most recent roles. Those are the ones that will matter most to a prospective employer.

Furthermore, if you had a number of positions earlier in your career, particularly if they were unrelated to the role you are pursuing, I believe it's appropriate to group them together. Perhaps even something like:

Companies and positions unrelated to recent career            1978 - 1989

I also don't believe it's necessary to provide your graduation dates, whether it's High School, Trade School, or College. And, if in your Summary section you have a sentence that begins with something like: " Over 30 years of experience…", I believe it's appropriate to say "Over 15 years of experience…". It's still true, and doesn't emphasize your age. If you are acknowledging your entire career in the rest of the document, they can do their own math if they choose to.

These best practices emphasize the most relevant, and minimize your least relevant information while still acknowledging your entire career history and presenting it in an honest way.

While age discrimination in hiring is not dead in today's world, I am convinced it's not nearly as prevalent as many people think. Presenting yourself in as an honest and professional way you can is the best policy when pursuing new opportunities, and ultimately will most likely lead to the greatest chance of success as well.

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Does Writing Matter?

The subject of writing came up in multiple contexts recently and I was asked whether I thought writing ability was really that important.

My short answer… YES!!!

My longer answer…

It's definitely important, however, more from the inverse perspective. Here's what I mean:

 

Good writing is rarely noticed or rewarded. In most business or personal situations, people generally don't  notice if something has been written well. It's expected, and nothing in particular stands out to them. However, it's when someone has a spelling mistake, poor grammar, bad punctuation, or worse… texting jargon that readers notice… and most often think less of the writer.

It's not insignificant. At times, I have people tell me that it's petty for someone to judge them because of spelling errors or grammar. It is true that people sometimes make sweeping generalizations about someone because of some relatively minor mistakes. However, it's not invalid to to make some assumptions based on how a person communicates in writing. Poor writing often is indicative of carelessness, a misjudgment of what's appropriate, being under-educated, sloppiness, or other negative traits.

It can be a "CLA". When someone writes poorly, it can be a Career Limiting Activity. It's often difficult to justify promoting someone into greater responsibility or scope of influence if his writing might represent the department or company poorly. A manager may lose credibility and respect from subordinates if his written communication to them is full of errors. Similarly, he may lose respect and credibility from his own superiors as well. It happens, but it's rare to find a senior level person in most any organization with poor writing ability. How one communicates in writing carries a great deal of weight in their career advancement potential.

So what should you do? Be careful, practice, double-check, and get help. All of us regularly make typos, mis-spell words, make awkward grammar choices, and make other mistakes (I occasionally get emails from people correcting my articles). I proofread everything before I publish it, and still find errors days and weeks later. Similarly, I always reread emails before I click SEND. Yet, at times, still see a typo when someone replies and includes my original message. However, when writing in a business context, it's critical that errors are a rare exception rather than the norm. Would recipients be surprised to see a mistake in your email, or would they be surprised when they don't find one?

When it comes to resumes, cover letters, thank you notes, emails, or any other written communication in your job search… there is no excuse for any kind of error at all. Communications in your job search are expected to represent your very best. An employer generally expects that a candidate will present their best effort when trying to make a positive impression. Writing errors when they are presenting their "best" creates an impression that their "average" work will be sub-par.

Does writing ability matter? You bet! Put in the effort to improve your writing, and you're likely to improve your chances at getting a job, and advancing your career.

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I've owned a business! Why can't I get a job?

It's not a rare occasion for me to talk to someone that is surprised that they are struggling in their job search after having had tremendous experience in running a business as an owner. They believe that the skills they gained in having overall financial and operational responsibility should make them a great catch in the marketplace.

Why aren't they getting calls back?

It's a tough predicament. Indeed, they often have gained tremendous experience and have a lot to offer a company. However, there is a lot of perceived additional baggage that goes with hiring a former business owner as well.

What are the issues, and what can be done about it?

Here are some observations…

Whether they are true for any one individual or not, some negative preconceived notions of former business owners are:

• They're used to having complete control, and so can't work well on a team.
  
• They must have earned a lot of money, and will become dissatisfied with a lesser salary.
  
• They must not be very effective if they aren't still running their business.
  
• They are a jack-of-all trades, but master of none.
  
• They may have a bad attitude after not having their own business any longer.
  
• They will be uncoachable because they've been able to make up their own processes and rules.
  
• An entrepreneurial spirit can't be quenched and they will leave to go out on their own again.
  
• They will be dissatisfied in having responsibility in only one functional area rather than all areas.
  

…and others.

Depending on individual circumstances, all, some, or none of those things may be true. However, the reality is that many of these things come to mind when a recruiter or hiring manager sees a resume of a previous owner.

So, does that mean they are doomed? Not at all. However, some self-evaluation, and a different approach is definitely called for.

Be honest with yourself! Take a look at those objections. If you're honest with yourself, are any of them true for you? If so, you first need to deal with them. If they're not true for you, or once you've dealt with them, you need to be able to articulate how and why those notions don't apply to you. Many of those questions won't get asked in your networking or interviews, however, they are often thought. So you need to address them proactively.

Responding to ads won't work! Unless a job posting specifies that they are looking for a previous business owner, it's not likely you will get a call by applying and waiting. At the same time that they consider your resume, they are also likely looking at someone who's done the same role they are seeking to fill at another company. Although your experience may encompass more than the other applicant, they appear to be a more obvious and direct fit.

In order to be considered, it will require proactive networking, follow up, and introductions on your part. It's your responsibility to help them connect the dots and see your value for the role, rather than hope they will see past their biases on their own. Don't wait, find connections and professionally make calls on your own.

Know your fit! Although you may have had responsibility for Sales, Marketing, Finance, Operations, Technology, HR, Organizational Development and every other aspect of your company, you are likely still to only have your greatest knowledge and strengths in one aspect. Focus on your strength and pursue the most appropriate opportunities. You will be most confident and credible in the areas you know the best. Trying to portray yourself as having expert knowledge in a wide variety of areas will not likely give a potential employer confidence in your fit for any one specific role.

 

Landing in a position as an employee after having been an employer is often a challenge. It can be overcome, however, networking and connecting with people directly over the phone and face-to-face is much more critical than for the average job seeker. Be honest with yourself. Articulate your answers to their often hidden objections, don't simply respond to ads and wait, and know your best fit.

Network, network, network… and you will reach your goal!

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Where do you see yourself in 5 years?

It's not unusual for the question to be asked in a job interview…

"Where do you see yourself in 5 years?"

It's an important question, and it's fraught with landmines.

As a job seeker, you may have no idea what growth potential the company may offer or what the employer wants to hear.

So how do you address the question? It may vary. Here are some things to consider…

Be Realistic. While you may think that they are looking for someone with great drive and ambition, it's important to give an answer that sounds credible based on your past performance.

I interviewed someone a while back that had worked in the same sales role at a company for the past 11 years. He was an average performer and had built a stable book of business. However, now after a lay-off and when looking for a new job, his answer to this question is that he plans on becoming a divisional director at a large company. He may be capable of that kind of rapid advancement, however, his background shows no indication that he could accomplish that. After remaining stagnant for 11 years in the same job, what would make an employer think that now he would crank it up and achieve that kind of lofty goal? Rather than make him appear ambitious, it makes him appear as if he's an unrealistic dreamer.

You may have lofty ambitions, and very good reasons why you would accomplish them. However, when answering this question in an interview, it's important to give an answer that would be credible to the employer. If you have credible reasons why, and how you would achieve that kind of goal, describe it too them.

What are their expectations for this hire? Depending on the company, the job, the hiring manager, and other factors, their desire for the person they hire for this role may vary dramatically. They may be looking for a "star athlete" that can start in this role and run as far as their abilities can take them. However, it's also possible that they want to hire someone that will be interested and satisfied in only this role for a long time. Perhaps they don't want someone looking for advancement, but rather, will fill this job well for the foreseeable future.

It's possible the hiring manager for the role is concerned about their own growth potential and is leery of hiring someone that may outpace them. Or, they may specifically be looking for someone that has great potential and is willing to risk being overshadowed in order to gain a high-impact employee.

How do they perceive you? Your answer to this question will certainly have an impact on weather they will move forward with you or not.

Perhaps they need someone that is at least willing to give a year to the position at hand before moving on to other opportunities within the organization. An answer that seems highly ambitious to them, that would require moving out of the current position quickly, may turn them off. Similarly, perhaps they see the current role as one that's a quick stepping stone to bigger and better roles. An answer that appears that you might become complacent or lack a desire for more responsibility may discourage them from pursuing you further as well.

Ask questions! A good interview should always be a dialogue. As much as the employer is asking questions of you… you should be asking questions of them as well. Asking them questions regarding expectations will give you a better understanding of their desire for the hire. Asking what kind of future they envision for the person they hire, can give you insights as to whether they are looking for ambition, or simply a stable worker bee. Inquiring how long the previous person had been in the job and why they are gone can give further insight as well. Asking questions before you are asked this one can prepare you for the kind of answer they are looking for.

Tell the truth! When answering this question, the best policy (as always), is honesty. If you have very specific goals and plans for your next 5 years, it does neither you, nor them, any good to paint a different picture. If this position, or the company doesn't fit for you to reach your objectives, then it's probably not the right position for you. Deceiving them about your objectives in order to get a job that doesn't help you achieve them is a recipe for dissatisfaction for both of you.

If, however, your objectives for the next 5 years are not very specific and defined yet, then it's also best to be honest about that as well. Perhaps you know you do want to advance, however, don't know specifically what that may look like. You might give an answer like:

"I have hopes of taking on new challenges and advancing my career when it's appropriate. However, I'm focused on the job at hand, and the pace that any advancement happens will be determined by whether I've earned it or not. If I perform beyond the company's expectations for as long as I'm needed in the current role, I would hope there will eventually be opportunities to grow in the organization."

It makes clear that you have a desire for growth, while still showing a commitment to the immediate task at hand. It shows you are committed to performing above expectations, and willing to wait for the appropriate time for next steps. An answer like this can potentially satisfy a variety of desired responses from hiring managers.

Think through what's true for you. What are your objectives, and how does the position you are interviewing for fit them? Ask several questions throughout the interview to determine how well the company and the position fits. Then give an answer that reflects your situation.

It's a common question to be asked, so be sure to prepare your answer in advance!

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