The resume and phone skills (I am confident without arrogance and engaging without being verbose) suddenly caught fire and I found myself with seven deep interviews moving on to the third and fourth levels all at the same time. I will now add that I was downsized at age 56 and since turned 57. In 2008 I completed my Master’s in Organizational Leadership and Quality. That is Six Sigma, Lean, and all of the up to date skills that drive businesses today.

What transpired was shocking. I made it to the “finals” on all of them, but at the “final” you do this this called an application that includes the dreaded “birthdate”. In the aftermath of this decimation of confidence and self esteem I went back and looked at the data from a different perspective. Let me say that part of my preparation for interviews is a deep dive studiy of the cultrures, the strategies (when published) and values. I always know those. I also obtain the names of the hiring managers and study as much as I can about them (Linkedin is one tool).

I broke down the demographics of the 24 people I spoke with all but one of which used the standard behavioral question print outs with their four circled questions. As a guide, I used their college graduation year as age 23 and then added the years since. Here’s how it read. Of the 24 (in the call center customer service industry), 20 were female and all but two were under 40. All either with a Director or VP title. One of them had me spend an afternoon with my would be peers. This guy was over 60 and the interview was engaging. His people, there were three not included with the 24, were females and I could tell from resources they were 34, 36 and the other I couldnt’ find but looked younger than them. Adding them, 23 of 27 fit into a specific and tight demographic. Curious, but not a valid sample size.

On four of them I had internal referrals (networking). All four report, you guessed it, mid 30’s females hired, but they were all internals and I get that. I understand the need to promote from within.

Where this is leading is that it is not just our age that is killing experienced leadership people. The limitied pool has destoyed the balance of the job pool. Does an employer bring in the late 50’s guy or gal and risk losing an internal they have invested time and money in? Does that internal, with the investment, leave them for greener pastures should he/she be passed over for the external?

I know of three, for an absolute certainty, that did not hire me strictly on age….comments made to my sources who were all dismayed including my favorite “What kind of benefits will ‘this guy” expect to receive?” Another was “he should consider consulting at this stage…” So yes, age discrimination is alive and well. The management out there today is very young and probably not inclined to hire people they view in the same light as their parents.

However, it also about the balance. The very last rejection I received the hiring VP actually called me. The only time that ever happened. She said “We loved your spirit and your energy, but we have a great deal invested in the internal. I just wanted you to know that.” Wow. That I could respect. Thank you.

Yes, age hurts us. Yes, I believe many openly sneer at older people. I’ve seen what I perceived as a sneer a couple of times. Another aspect is the skill levels. Let’s face it, when you have high levels of experience, successful progressive experience, there is a very good chance you are more skilled than your 20 year junior up and comer sitting across the table looking to eliminate you. Aside from the age, these folks aren’t going to bring anyone talented in either. That might cost them down the line.

It’s about age, it’s about skill and it’s also about the lack of balance in the job pools as well. It’s all of it together that makes 55+ skilled people in for a long and troubled ride. For me, I’ve decided not to cry in my beer and feel sorry for myself. The world is what it is. I just finished an interview for customer service inbound agent for a company that didn’t take me as Director or a Manager level. I figure if they are hiring internals, then the next time around, I am going to be an internal. Do they hire me for this? Who knows. Stand by, but I refuse to surrender.